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SAICA PACK UK LIMITED

Contents

What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

• a gender pay gap report showing their breakdown of pay and bonuses by gender
• an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

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1. Latest gender pay gap report (2025 to 2026)

View the full gender pay gap report

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2. Latest action plan (2026 to 2027)

SAICA PACK UK LIMITED submitted the following supporting narrative with their action plan:

The effectiveness of this action plan will be measured through: - Gender Balance  Improvement in female representation across the organisation.  Increased representation of women in management, technical and specialist roles.  Diverse candidate shortlists for key vacancies.  Monitoring of promotion and development opportunities by gender.  Positive employee feedback relating to inclusion and equal opportunity.  Completion rates for diversity and inclusion training.  Progress against established gender representation targets.  Regular reporting of diversity metrics to the leadership team. Menopause Support  Improvement in female representation across the organisation.  Increased representation of women in management, technical and specialist roles.  Diverse candidate shortlists for key vacancies.  Monitoring of promotion and development opportunities by gender.  Positive employee feedback relating to inclusion and equal opportunity.  Completion rates for diversity and inclusion training.  Progress against established gender representation targets.  Regular reporting of diversity metrics to the leadership team.

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

What is an action plan?

Employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data. Their plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can identify any that are already an established part of their working practice (‘embedded actions’), and choose at least 2 new actions to focus on (‘planned actions’).

You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).

SAICA PACK UK LIMITED added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Set targets to improve gender representation
• Offer occupational health advice to employees experiencing menopause

View the full action plan

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3. All gender pay gap reports and action plans

Reporting year	Submission type	Status
2026 to 2027	Gender pay gap report	Due 4 April 2027
	Action plan (optional)	Submitted voluntarily	View action plan
2025 to 2026	Gender pay gap report	Submitted	View report
2024 to 2025	Gender pay gap report	Submitted	View report
2023 to 2024	Gender pay gap report	Submitted	View report
2022 to 2023	Gender pay gap report	Submitted	View report
2021 to 2022	Gender pay gap report	Submitted	View report
2020 to 2021	Gender pay gap report	Submitted	View report
2019 to 2020	Gender pay gap report	Submitted	View report
2018 to 2019	Gender pay gap report	Submitted	View report
2017 to 2018	Gender pay gap report	Submitted	View report

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4. About SAICA PACK UK LIMITED

• Registered address: 144 Manchester Road, Carrington, Manchester, M31 4QN
• Sector: Manufacturing
• Employee headcount (on 5 April 2025): 1000 to 4999 employees