Pick Everard

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About Pick Everard
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).

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

Women’s median hourly pay
31.3%
lower
Women made up
16.2%
46.1%
Women who received bonus pay
29.7%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

Pick Everard submitted the following supporting narrative with their action plan:

This action plan sets out how Pick Everard is and will continue to support our people experiencing perimenopause and menopause. We aim to create an inclusive and respectful environment to allow all of our people to be their best at work. We are not starting from scratch – we are building on our wellbeing, inclusion, health and safety and flexible working practices already embedded within Pick Everard. Pick Everard recognises that menopause can affect physical health, mental wellbeing, confidence and performance at work. This plan aims to remove the stigma associated with menopause, improve awareness and provide practical workplace support to our people. The plan also aims to encourage early support and intervention for individuals impacted and help to increase understanding of menopause and its potential impact at work. We want to ensure menopause awareness is embedded as part of our wider EDI strategies.

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).

Pick Everard added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Offer workplace adjustments to employees experiencing menopause
  • Train managers to support employees experiencing menopause
  • Encourage employee development through actionable steps
  • Offer mentoring, sponsorship and other development programmes
  • Increase transparency for pay, promotion and rewards
  • Use fair and structured interview techniques

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

  • Review policies and procedures to meet the needs of employees experiencing menopause
  • Offer occupational health advice to employees experiencing menopause
  • Set up menopause support groups and networks
  • Make job descriptions inclusive
  • Encourage applications from a range of candidates
  • Enhance and promote flexible working and leave policies

View the full action plan

3. All gender pay gap reports and action plans

Reporting year Submission type Status Action
2026 to 2027 Gender pay gap report Due 4 April 2027 No report available to view
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 Not required No report available to view
Note: The deadline for 2019-20 was 4 April 2020. Due to Coronavirus (COVID-19), enforcement of reporting deadlines does not apply to employers in the 2019-20 reporting year.
2018 to 2019 Gender pay gap report Submitted View report
2017 to 2018 Gender pay gap report Submitted View report

4. About Pick Everard

Registered address
Halford House, Charles Street, Leicester, LE1 1HA
Sector
Professional scientific and technical activities
Employee headcount
(on 5 April 2025)
500 to 999 employees