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THORNCLIFFE BUILDING SUPPLIES 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 (2026 to 2027)

View the full gender pay gap report

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2. Latest action plan (2026 to 2027)

THORNCLIFFE BUILDING SUPPLIES LIMITED submitted the following supporting narrative with their action plan:

12-Month Targets • Reduce mean pay gap (currently 4.9%). • Reduce median pay gap (currently 8.7%). • Increase women in upper pay quartile (currently 11.7%). • Increase women in upper-middle pay quartile (currently 2.9%). • Reduce concentration of women in lower pay quartile (currently 81.2%). • Improve access to bonus opportunities for women. • Increase female promotions and appointments to higher-paid roles. Monitoring: Quarterly updates to the Senior Leadership Team and annual publication of progress against targets.

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).

THORNCLIFFE BUILDING SUPPLIES LIMITED added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Make job descriptions inclusive
• Automatically consider eligible employees for promotion
• Encourage applications from a range of candidates
• Advertise flexible working arrangements in job adverts
• Set targets to improve gender representation
• Increase transparency for pay, promotion and rewards
• Enhance and promote flexible working and leave policies

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

• Use fair and structured interview techniques

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	Submitted	View report
	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	Not required
2021 to 2022	Gender pay gap report	Not required
2020 to 2021	Gender pay gap report	Not required
2019 to 2020	Gender pay gap report	Not required
2018 to 2019	Gender pay gap report	Not required
2017 to 2018	Gender pay gap report	Not required

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4. About THORNCLIFFE BUILDING SUPPLIES LIMITED

• Registered address: Allt-Y-Graig, Meliden Road, Dyserth, Denbighshire, LL18 6DE
• Sector: Wholesale and retail trade; repair of motor vehicles and motorcycles
• Employee headcount (on 5 April 2026): 250 to 499 employees