At the UK Debt Expert group, we’re committed to building a workplace that values fairness, opportunity and inclusivity.
As part of this, we publish our annual gender pay gap data in line with UK reporting requirements.
Current UK gender pay gap reporting regulations require employers to report data using male and female genders only. We recognise that gender identity is broader than the statutory reporting framework and remain committed to fostering an inclusive workplace for all employees.
Gender pay gap reporting measures the difference in average earnings between men and women across an organisation. It does not measure equal pay, which relates to men and women receiving equal pay for equal or comparable work.
The UK Debt Expert group workforce at a glance
During the reporting period (2024 - 2025), the UK Debt Expert group employed 280 people:
- 153 male employees
- 127 female employees
Women represented 45% of our workforce during the reporting period, reflecting strong representation across the business.
What is the ordinary pay gap?
From 2024 - 2025, our ordinary pay gap figures are:
- Mean pay gap: 3.66%
- Median pay gap: 7.94%
But what does that really mean?
The ‘ordinary pay gap’ refers to the difference in average hourly pay between male and female employees. Under UK gender day gap reporting regulations, ordinary pay includes:
- Basic salary
- Paid leave
- Allowances
- Shift pay
- Pay linked to completed work
The UK Debt Expert group’s mean gender pay gap of 3.66% remains below both the UK national average and reported averages across the wider financial services sector.
Meanwhile, the median pay gap compares the midpoint earnings of male and female colleagues. The gap reported shows the current distribution of employees across seniority levels and specialist roles, rather than differences in pay for equivalent work.
At 7.94%, our median pay gap compares favourably to the wider financial services industry in the UK, where gender pay gaps are higher.
While these figures are encouraging, we recognise there is more to do and remain committed to supporting progression and development opportunities across all areas of the business.
A review of pay quartile distribution
The table below shows the proportion of male and female employees across four equally sized pay quartiles.
Pay Quartile
Male
Female
Upper
59%
41%
Upper Middle
66%
34%
Lower Middle
53%
47%
Lower
41%
59%
The data shows higher female representation within the lower pay quartile, while male employees are more represented within the upper middle and upper quartiles.
This reflects the current distribution of roles and seniority levels across the business, including greater male representation in certain specialist and technical functions. We remain focused on supporting career progression opportunities for all colleagues.
What is the bonus pay gap
Our bonus pay gap figures are:
- Mean bonus gap: 20.37%
- Median bonus gap: 28.04%
Bonus outcomes can be influenced by several factors, including role type, seniority, individual performance measures and business area.
As with the ordinary pay gap, these figures reflect the distribution of roles within the organisation rather than unequal pay practices.
Importantly, bonus participation remains high across the business:
- 89% of female employees received a bonus in 2025
- 85% of male employees received a bonus in 2025
This demonstrates broad access to bonus opportunities across the organisation.
Our ongoing commitment
The UK Debt Expert group is committed to fostering an inclusive and supportive working environment.
We continue to review our recruitment, development and retention practices to help attract and retain diverse talent across all areas of the business.
It’s important to note, the UK Debt Expert group is also dedicated to maintaining remuneration practices that align with regulatory expectations and support fair, transparent and consistent outcome measures for employees - regardless of their gender.
As the group evolves, we will remain focused on building a workplace culture that supports fairness, development and long-term success for everyone.
