Gender
pay report
Life Health Foods Limited Gender Pay Report
April 2024 – March 2025
We directly employ 43.45% women and 56.55% men
We believe in building a fair and inclusive workplace for everyone. Each year, we share our Gender Pay Gap results as part of our commitment to transparency, growth, and continuous improvement.
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing individual employee data.
We can use these results to assess:
- The levels of gender equality in our workplace.
- The balance of male and female employees at different levels.
- How effectively talent is being maximised and rewarded.
Gender Pay Reporting requires our organisation to make calculations based on employee gender, which we will establish by using our existing HR and Payroll records.
| 1 | Average gender pay gap (mean) | 13.63% | |
| 2 | Average gender pay gap (median) | 4.26% | |
| 3 | Average bonus pay gap (mean) | 56.47% | |
| 4 | Average bonus pay gap (median) | 2.86% | |
| 5 | Proportion of men and women received Bonus | Male – 4.93% | Female – 1.92% | 6 | Proportion of men and women in each pay quartile | Male | Female | Upper quartile | 62.92% | 37.08% | Upper middle quartile | 67.78% | 32.22% | Lower middle quartile | 44.44% | 55.56% | Lower quartile | 51.11% | 48.89% |
Gender Pay Gap
Our mean gender pay gap has decreased slightly compared to last year, moving from 13.94% to 13.63%. This change is – influenced by an increase in overall female headcount.
We’ve also seen a positive shift in our median gender pay gap, which has reduced from 4.63% to 4.26% this year. This means the gap between what women and men earn at the mid-point is narrowing.
Over the past nine years, we have recruited more women each year, which has improved the overall gender balance. Our focus going forward is to continue supporting the women currently working with us, whilst also attracting more women into senior roles and process areas.
Our focus is to build on our progress by ensuring fair access to opportunity, supporting the women currently working with us, and creating space for growth across all levels of the business.
Bonus Pay Gap
We’ve seen an improvement in our mean bonus pay gap, reducing from 62.11% to 56.47%. Although a small proportion of our team received bonuses.
Bonus Pay Gap
We’ve seen a small improvement in our mean bonus pay gap, reducing from 64.13% to 62.11%. Although a small proportion of our team received bonuses, slightly more women received a bonus than men in the past year.
Pay Quartiles Difference
While the upper quartile remains male-dominated, we’re moving in the right direction toward a more balanced workforce. For example, in the upper middle quartile, the proportion of men has decreased from 64.29% to 62.92%, while the proportion of women has increased from 35.71% to 37.08%. We see this as a positive shift—and an opportunity to continue building pathways that support more women into senior and leadership roles.
Our Plans to close the Gap
Over the past nine years, we’ve seen steady growth in the number of women joining our business. That’s an important step in the right direction—but we know it’s only part of the journey.
- We will continue to review our job adverts to ensure they attract the best talent into our industry.
- Alongside this, we will continue to raise the bar on training and development — improving access to learning and creating more opportunities for our teams to grow, building a stronger team for the future.
LHF continues to embrace every insight available to strengthen and enhance the employment experience we offer, in a way that is fair and transparent. Our continued review of data helps us understand where we stand, and ensures that equity remains at the heart of every decision we make.
