Gender Pay
Information

Gender Pay Gap Statement 2025

Century Healthcare Ltd

 

Introduction

In line with UK legislation, all organisations with more than 250 employees are required to calculate and publish their gender pay gap based on the pay period including 5 April 2024.

 

Century Healthcare Ltd remains committed to ensuring that individuals performing the same roles receive equal pay, regardless of gender, age, or background. Our gender pay gap figures reflect the distribution of roles within the organisation rather than unequal pay for comparable work.

 

2024 Gender Pay Gap Results

 

Hourly Pay Gap

The mean gender pay gap at Century Healthcare Ltd is 5.1%, with a median gender pay gap of 3.5%.

 

Bonus Pay Gap

The mean gender bonus gap is –56.3%, while the median gender bonus gap is –41.3%.

 

Proportion of Employees Receiving a Bonus

A total of 2.4% of men and 2.9% of women received a bonus during the reporting period.

 

Proportion of Men and Women in Each Pay Quartile

Within the upper pay quartile, the workforce consists of 21.3% men and 78.7% women.

The upper middle quartile comprises 34.1% men and 65.9% women.

The lower middle quartile includes 18.2% men and 81.8% women.

The lower quartile is made up of 20.5% men and 79.5% women.

 

Narrative and Context

The differences observed in pay and bonus outcomes primarily reflect the distribution of roles across the organisation, particularly within senior management positions. Century Healthcare Ltd operates in a sector where women traditionally make up a larger proportion of the workforce, which also influences representation across the pay quartiles.

 

Within our seven-person management team, five individuals are eligible to receive a bonus, consisting of one man and four women.

 

We remain committed to analysing these patterns and ensuring fair and transparent processes regarding recruitment, pay, and progression throughout the organisation.

 

Actions and Commitments

To continue reducing our gender pay gap, Century Healthcare Ltd is committed to conducting regular pay and bonus reviews, ensuring equitable recruitment and promotion practices, supporting development pathways into senior roles, and monitoring workforce representation across all grades.

 

Statement of Accuracy

I confirm that the information contained in this Gender Pay Gap Statement is accurate and has been calculated in accordance with current UK government regulations.

 

Niraj Brahmabhatt

Managing Director