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FOCUS CARE SUPPORTED LIVING LTD

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)

FOCUS CARE SUPPORTED LIVING LTD submitted the following supporting narrative with their action plan:

1. Promoting Diversity and Inclusion: Continued efforts will be made to support a diverse and inclusive workplace through fair recruitment, promotion, and pay practices. 2. Policy Review: Pay policies and procedures will be regularly reviewed to ensure equity and transparency across all staff levels. 3. Monitoring and Evaluation: We will continue to track the impact of our initiatives to reduce the gender pay gap and adjust strategies where necessary to improve outcomes. 4. Annual Reporting and Review: Gender pay data will be reviewed annually to assess progress and inform future action plans. 5. Support employees experiencing menopause.

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).

FOCUS CARE SUPPORTED LIVING LTD added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Set targets to improve gender representation
• Increase transparency for pay, promotion and rewards
• Offer mentoring, sponsorship and other development programmes
• Set up menopause support groups and networks

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

• Make job descriptions inclusive
• Train managers to support 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	Submitted	View report
	Action plan (optional)	Submitted voluntarily	View action plan
2025 to 2026	Gender pay gap report	Submitted late on 18 June 2026	View report
2024 to 2025	Gender pay gap report	Not required
2023 to 2024	Gender pay gap report	Not required
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 FOCUS CARE SUPPORTED LIVING LTD

• Registered address: 319b Walton Road, West Molesey, Surrey, KT8 2QG
• Sector: Human health and social work activities
• Employee headcount (on 5 April 2026): 250 to 499 employees