Gender Pay Gap Report – 2025

This is the fourth year FSW Ltd has produced our Gender Pay Gap Report and at our snapshot date in 2025 we employed 292 employees an increase from 290 in the previous year. Of these 292 employees, 69% are male and 31% are female. 

Our senior management gender split remains at 83% to 17%, respectively. 

We continue to operate in a historically male dominated industry and are working towards attracting more women into the industry at all levels within the organisation. 

We continue to offer our employees training opportunities including apprenticeships, flexible and hybrid working, internal transfers to other branches, internal promotion opportunities and an employee platform that includes benefits such as retail discounts, cycle to work schemes, employee assistance programme. 

Gender Pay Gap 

The Gender Pay Gap is the difference between the average hourly rate of pay between our male and female employees across the organisation. We are pleased to report that this year’s report shows the difference in our gender pay gap has narrowed. 

Using the median calculation for the gender pay gap rules our median is now 4% (down from 6.03% last year). This shows that for every £1 a male earned, a female colleague earned 96p. This can be seen in the salary quartile table below, where the top quartile has remained the same, upper middle and lower middle quartiles have reduced and the female percentage lower quartiles has increased from last year. 

The mean gender pay gap has increased to 12.2% (up from 11.01% last year). 

Salary Quartiles

Quartile	Male %	Female %
Top Quartile	83	17
Upper Middle	60	40
Lower Middle	60	40
Lower	70	30

During this reporting year FSW Ltd applied the National Minimum Wage increases to all eligible employees to the new rate as per legislation, and no further increases to employees above this rate was made. 

Due to the distribution of our employees within the business this meant more male employees received the increase and female employees, who often work in office/administrative/management roles, and who were already paid above the new NMW had no salary increase – which has affected our gender pay gap for the year. 

We will aim to narrow the gender pay gap in future years and by encouraging and enabling our female employees to progress in their careers at FSW Ltd.

Gender Bonus Gap

Fridge Spares Wholesale Ltd generally operates incentive bonus schemes on profit centres or in roles where agreed objectives have been met. These types of roles are historically held by male employees, however we are recruiting or promoting female employees into roles that may have traditionally been held by male colleagues and this has resulted in the percentage of male employees who were eligible to receive a bonus reducing from 85% in 2024 to 84% in 2025, for our female employees it increased from 15% to 16%. 

There has been a change in the bonus pay gap. The mean bonus pay gap between male and female employees is 62.34% (last year it was 62.62%) 

We remain committed on closing this difference whilst maintaining the opportunities and flexibility of working arrangements our employees enjoy. 

Helen Pursehouse
People & Development Manager

This statement confirms that the data reported is accurate.