Gender Pay Gap

MYUNIDAYS LTD Written Statement 

Snapshot Date: 5th April 2023

Legislation

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, an employer with more than 250 employees is required by UK law to carry out gender pay reporting. We will publish our information on the government's gender pay gap service and our company website.

What is the Gender Pay Gap Report?

Gender pay reporting involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation, and it does not involve publishing individual employees’ data.

We can use these results to assess:‍

  • Gender equality.
  • The ratio of male and female employees at different levels throughout the company.
  • The effectiveness of our compensation rewards.

‍Gender pay reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing People and payroll records.

At UNiDAYS, our vision is to support, enable, and inspire young people to be their best selves. We believe this responsibility starts with each of us across our organisation, building an enduring proposition that will benefit new generations for many years to come.

Our company culture represents the collective attitudes, goals, ideas, and experiences of the people who work here. We value what each person has to offer—not regardless of ethnicity, gender, age, sexual orientation, educational background, family status, or skill level, but because of it.

Whilst all UK employers with over 250 employees are legally required to report the details of their gender pay, we see this as our continuing commitment to identifying and analysing gender representation across our organisation. 

This data is based on the pay period ending April 5th, 2023 for 254 UK employees and does not represent UK employees on parental or other leaves of absence nor our globally distributed leadership team. 

This coming year we will be completing compensation benchmarking and role levelling across the global workforce to analyse pay data and provide consistent and transparent pay ranges. We will continue publishing these figures annually and remain committed to fostering a fair, diverse and inclusive environment throughout UNiDAYS.

I confirm that the published information about the gender pay gap has been accurately calculated following statutory guidance.

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Jon Hawley

CEO & Co-founder, UNiDAYS