Gender Pay Gap Report 2024

Founded in 2008, the PureGym Group is one of the largest gym and fitness operators in Europe. The Group currently has approximately 2.25 million members across 680 gyms across the UK, Denmark, Switzerland, the USA and our franchise partners in UAE.

We are proud to be a gym that is totally inclusive …Everybody’s Welcome at PureGym.

While reflecting on 2024’s performance, we are happy to report that fairness and equality for our people remains an important focus for us as a leadership team.

The Groups Equity and Inclusion Strategy is fully embedded in the business, promoting fairness and a great place to work. In 2024 an Employee Representative and Inclusion Group became a key part of our E&I strategy.

Within our wider diversity agenda, gender balance and fairness remain a priority. Our ongoing commitment to family friendly policies has been in place now for several years, and in 2024 we introduced enhanced paternity pay to support our team members to take more time off during the happy time of becoming a parent.

Of the members of the management team reporting into the Group CEO, 50% are female, and 50% are male. It is this group of individuals who by working together determine the majority of the key business decisions in the Group.

When looking across the Group, the Leadership Teams are 38% female and 62% male. Overall, while there is always more that we can and must do, we are proud of the balance between men and women across the leadership teams in the PureGym business.

We remain confident that we pay both men and women equally for equal value work. Our small gender pay gap is reflective of the fact that we have more men than women employed in the UK, and more men than women in mid-senior positions.

We will continue to focus on fairness, equal treatment to all our team members and on growing the business to provide more frequent and quality opportunities for our people to achieve their professional development goals.

PureGym is a great place to work, and our mission to inspire healthier nations and provide facilities where Everybody’s Welcome keeps us driving forwards together.

Gender pay is the difference of the average pay for women compared to the average pay to men, reported as a percentage of the difference. It includes our team members working full time and part time, across our Gyms and in our Central Support Functions.

Equal pay is the expectation that people earn the same for performing the same work of equal value.

In 2024 we saw an improvement in the percentage of females taking up mid-senior and senior roles which has had a positive impact on our Gender Pay results.

In 2023, the Mean Pay Gap was 2.6% and the Median Pay Gap was 0.0% In 2024, the Mean Pay Gap was 1.2% and the Median Pay Gap was 0.8%

This pay gap improvement follows the ongoing drive to attracting and retaining great female talent, and improvement in the number of females appointed to mid-senior and senior roles within the business.

The 0.8% Median Pay Gap is a result of comparisons between our inner and outer London rate of pay. There is a 0% Median Pay Gap when looking at like for like roles in gym teams.

The pay quartiles broadly reflect the gender balance position across the UK business, and have remained broadly stable to previous years reports.

With more men in mid-senior roles, there are more men in the upper pay quartiles than women. This differential is reducing over time and will continue to improve as further opportunities arise with the organisation’s growth.

Varied types of ‘irregular’ payments are included in the government reporting guidelines for ‘bonus payments’. We are confident that fair and equal treatment for bonus inclusion, irrespective of gender, is in place. All of our bonus schemes are gender neutral by design.

In 2024, bonus payments were performance centric and linked to the role and position held in the business. Overall, 24.9% of male team members received a bonus, and 27.7% of female team members received a bonus.

Using mean and median calculations, the gender pay gap for bonus payments shows the difference in the value paid to male and female employees.

In 2024 the Mean Gender Bonus Gap was 9.3% and the Median Gender Pay Bonus Gap was -5%, compared to a Mean Gender Bonus Gap of 3.7% and a Median Gender Bonus Gap of 0% in 2023. The difference in bonus pay gap from the previous years report can be attributed to the removal of one-off non role specific bonus payments made in the previous year.