Gender Pay Gap

2025 MYUNIDAYS LTD—Gender Pay Gap Statement

Snapshot Date: 5th April 2024

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. As part of our ongoing commitment to transparency, diversity and inclusivity, and in compliance with the UK Equality Act 2010, we present our Gender Pay Gap Report for the fiscal year ending April 5, 2024. This report provides an overview of our gender pay and bonus gaps, reflecting our dedication to fostering a more inclusive and equitable workplace and demonstrating our progress toward achieving gender parity.

Gender Pay Gap Overview
Based on the pay data as of April 5, 2024, our findings across 253 UK-based employees are as follows:

Mean Gender Pay Gap: 23.6% (a 5% decrease from last year)
Median Gender Pay Gap: 19.6%
Mean Bonus Gap: -4.3%
Median Bonus Gap: 7.7%

This data reflects the pay period ending April 5th, 2024, for 253 UK-based employees, excluding those on parental or other types of leave, as well as our globally distributed leadership team.

While our Gender Pay Gap has decreased by 5% from 28.6% in 2023 to 23.6% in 2024 in the UK, it is important to note that, when global data is included, the gap reduces further to 10.3%. This analysis, though not part of the statutory report, provides a clearer picture of the global impact on our gender pay gap.

According to the Office of National Statistics, the national gender pay gap for all UK employees currently stands at 13.1%, with the gap being most pronounced in skilled occupations and among employees aged 40 and over. Through our leadership team's commitment in driving positive change and a focus on hiring females into senior roles, we have begun to decrease our Gender Pay Gap. We recognise the broader societal context in which these gaps exist and remain committed to taking action to drive meaningful change.

Commitment to Diversity and Inclusivity

At UNiDAYS, we believe that our company culture reflects the collective attitudes, goals, and experiences of our people. We value what each person brings to our organisation—not despite their background, gender, age, ethnicity, or skill level, but because of it. We understand that our median gender pay gap and bonus discrepancies point to areas that need improvement, and we are committed to addressing these disparities through targeted initiatives aimed at achieving greater equity in compensation and career advancement opportunities.

We will continue to publish our gender pay gap 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. For more detailed information, please refer to our full Gender Pay Gap Report.

Jon Hawley

CEO & Co-founder, UNiDAYS