Bayleaf Facilities Management Ltd – Gender Pay Gap - 2025
Introduction
This report sets out Bayleaf FM’s gender pay gap figures in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. It explains the differences in average pay between men and women across our organisation and outlines the actions we are taking to support fairness, progression and opportunity for all employees.
Bayleaf FM operates within the commercial cleaning and facilities services sector. The majority of our workforce is employed in hourly-paid operational roles, including Cleaning Operatives and Cleaning Supervisors, with a smaller proportion of salaried support and management roles based at Head Office.
What is the Gender Pay Gap?
The gender pay gap is the difference between the average pay of male and female employees and is illustrated as a percentage. The pay gap is calculated by preparing data and then completing six separate calculations that show the difference between the average earnings of men and women at Bayleaf FM; our individual employee’s data is not published.
It is key to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between male and female employees who carry out the same role, a role that is deemed equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.
Bayleaf FM can consider the outcomes of the gender pay gap calculations to assess:
- the level of gender equality in our organisation;
- the balance of male and female employees at different bands within the company hierarchy;
- how effectively performance is being maximised and rewarded.
Our Workforce Profile
Our workforce continues to be predominantly female, particularly within operational roles. This is reflected across all pay quartiles, with women representing the majority of employees in each quartile in 2025. The proportion of female employees increases in the lower pay quartiles, which is consistent with the structure of the sector and the distribution of roles across the business.
On the 2025 snapshot date of 05th April 2025, the overall employee population at Bayleaf FM was made up of:
- Male employees = 37.4%
- Female employees = 62.6%
Gender Pay Gap – Hourly Pay
In April 2025:
- The mean (average) gender pay gap is 4.7%, with men earning more on average than women.
- The median gender pay gap is 6.7%, again in favour of men.
This represents a change from 2024, when the mean gender pay gap favoured women. The shift in 2025 reflects changes in workforce composition, including increased female representation in promoted supervisory roles and some higher-paid operational and support positions being occupied by male employees.
The hourly pay rate quartiles are detailed as below:
| Upper | Upper Middle | Lower Middle | Lower | |
| Male | 47.0% | 37.6% | 36.0% | 29.1% |
| Female | 53.0% | 62.4% | 64.0% | 70.9% |
It is important to note that our gender pay gap does not indicate unequal pay for equal work. Men and women are paid the same rates for the same roles; the gap arises due to the distribution of men and women across different roles, pay rates and levels of seniority.
Bonus Pay
Bonus payments within the company remain limited and are not a significant element of overall remuneration.
In 2025:
- A small proportion of both male and female employees received a bonus.
- The mean and median bonus pay gaps favour women, reflecting the small number of bonus payments made and their individual values.
Given the low number of bonuses paid, bonus pay gaps can fluctuate year-on-year and should be interpreted with caution. We will continue to monitor this area to ensure fairness and consistency.
Progression, Development and Positive Change
Personal development and progression remain a key focus for Bayleaf Facilities Management. Over the past 12 months, we introduced a structured internal training and development programme called the Bayleaf Academy, which has primarily aimed to support Cleaning Operatives to progress into Cleaning Supervisor roles.
We are particularly encouraged that:
- Several Cleaning Operatives were promoted to Cleaning Supervisor roles during the reporting period as a result of completing the Bayleaf Academy training programme.
- 100% of these promotions were awarded to female employees, increasing female representation in higher-paid operational roles.
These promotions attract a higher hourly rate and demonstrate our commitment to developing talent internally and supporting career progression, particularly for employees in frontline operational roles.
Areas to Monitor and Address
While we are pleased with the progress made, we recognise there is more to do. Key areas we will continue to monitor include:
- The representation of women in higher-paid supervisory, management and Head Office roles.
- The impact of workforce changes on the mean and median gender pay gap year-on-year.
- Access to development opportunities across all sites and contracts to ensure consistency.
- Recruitment patterns for supervisory and support roles to ensure balanced shortlists and fair selection processes.
Actions and Commitments
To continue reducing our gender pay gap and supporting equality of opportunity, we commit to:
- Continuing and expanding our internal training and development programme, with a focus on progression from operative to supervisory roles.
- Monitoring promotion, pay and bonus outcomes by gender on an annual basis.
- Reviewing workforce data regularly to understand trends and take timely action where required.
Conclusion
Our 2025 gender pay gap results reflect the structure of our workforce and the sector in which we operate. While the gender pay gap has shifted compared with 2024, we remain confident that men and women are paid fairly for the roles they perform.
We are encouraged by the positive impact of our development initiatives and remain committed to creating a workplace where all employees have the opportunity to develop, progress and succeed.