BIG YELLOW GROUP PLC

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About BIG YELLOW GROUP PLC
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 (2026 to 2027)

Women’s median hourly pay
6.0%
lower
Women made up
33.0%
44.0%
Women who received bonus pay
94.0%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

BIG YELLOW GROUP PLC submitted the following supporting narrative with their action plan:

We intend to narrow our gender pay gap and strengthen menopause support by making recruitment and progression more open and consistent, providing more flexible development and mentoring opportunities, using data to identify inequalities and measure progress and further improving menopause awareness, expertise and guidance. We will support more consistent recruitment, development and progression through clearer criteria and more widely promoted vacancies and structured interviews. This will help reduce bias and ensure everyone is assessed fairly. Reviewing promotion, leave and retention data by gender and other characteristics will show where gaps remain and where we need to act. Improving our focus on development, mentoring, meaningful talent conversations and awareness of unconscious bias will support fairer decisions and help women build skills and confidence. More flexible virtual and short learning options will increase the accessibility of development opportunities, prepare more colleagues for future roles and increase internal appointments, all of which will help more women progress into management positions. We will also build on our menopause support through awareness events and more Menopause Experts and learning. This will make conversations easier, improve understanding and help colleagues feel informed, understood and confident in asking for support.

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).

BIG YELLOW GROUP PLC added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Set up menopause support groups and networks
  • Train managers to support employees experiencing menopause
  • Enhance and promote flexible working and leave policies
  • Increase transparency for pay, promotion and rewards
  • Offer mentoring, sponsorship and other development programmes
  • Encourage employee development through actionable steps
  • Encourage applications from a range of candidates
  • Use fair and structured interview techniques
  • Advertise leave policies in job adverts

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

  • Offer workplace adjustments to employees experiencing menopause
  • Conduct a menopause risk assessment for your workplace
  • Make job descriptions inclusive
  • Advertise flexible working arrangements in job adverts
  • Review policies and procedures to meet the needs of employees experiencing menopause
  • Automatically consider eligible employees for promotion

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 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 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

4. About BIG YELLOW GROUP PLC

Registered address
Unit 2, The Deans, Bridge Road, Bagshot, Surrey, GU19 5AT
Sector
Professional scientific and technical activities
Employee headcount
(on 5 April 2026)
250 to 499 employees