UK Fuels Ltd

UK Fuels Ltd - Report Narrative

Following a government led consultation in 2016, gender pay reporting legislation requires private sector employers with 250 or more employees to publish statutory calculations each year showing the pay gap between their male and female employees. As demonstrated in our published report, Radius has carried out the six statutory gender pay calculations, which I can confirm are based on accurate data and prepared in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Our gender pay gap reflects the structure of our workforce rather than unequal pay practices. Gender pay reporting measures the difference in average pay between men and women across an organisation and is not a comparison of pay for employees performing the same or similar roles.

For the 2025 reporting period, our mean gender pay gap is 31.19%, representing a slight increase compared to 2024. Our median gender pay gap is 20.50%, broadly consistent with the prior year. These results continue to be driven by the distribution of male and female employees across the organisation, with a higher proportion of men occupying senior and higher paid roles.

Our mean bonus gender pay gap is 54.80%, an increase compared to 2024, reflecting the continued impact of higher value bonuses paid within senior roles, which remain predominantly male. However, our median bonus gender pay gap has reduced to 30.18%, demonstrating improved balance at the midpoint of bonus payments across the organisation.

Importantly, bonus participation rates remain broadly equal, with 78.92% of female employees and 76.73% of male employees receiving a bonus during the reporting period. This confirms that the bonus gap is driven by bonus values rather than access to bonus schemes.

The quartile pay band data continues to show a higher concentration of male employees in the upper pay quartile, with 74.79% of the highest paid roles held by men. Female representation is more balanced across the lower and lower middle quartiles. This distribution continues to be the primary driver of our overall gender pay gap.

During FY26, we have continued to embed our structured approach to reward, development and progression. This includes maintaining clear pay structures, consistent benchmarking and transparent decision making, alongside continued investment in development and career progression opportunities to support longer term balance across senior roles.

Gender Pay Reporting - 2025

Mean gender pay gap 31.19%

This calculation shows the difference between the mean (average) hourly rate of pay received by male and female full pay relevant employees. A positive percentage indicates that, on average, female employees receive lower hourly pay than male employees.

Median gender pay gap 20.50%

This calculation shows the difference between the median (midpoint) hourly rate of pay received by male and female full pay relevant employees. A positive percentage indicates that female employees earn less than male employees at the midpoint of the pay distribution.

The mean bonus gender pay gap 54.80%

This calculation shows the difference between the mean bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower average bonus payments than male employees.

The median bonus gender pay gap 30.18%

This calculation shows the difference between the median bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower bonus payments than male employees at the midpoint of the bonus distribution.

Proportion of employees receiving a bonus

Proportion of male employees receiving a bonus: 76.73% Proportions of female employees receiving a bonus: 78.92%

Gender Pay Reporting - Quartile pay bands

The quartile calculations show the proportion of male and female full‑pay relevant employees across four equally sized pay bands, ranked from lowest to highest pay. These figures illustrate the distribution of gender representation across the organisation.

Quartile 1 (Lower)

Quartile 2 (Lower-middle)

Quartile 3 (Upper-middle)

Quartile 4 (Upper)

Declaration

I confirm that the gender pay gap information published in this written statement, and submitted to the Gender Pay Gap Service, is accurate and has been calculated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.