Gender Pay Gap Reporting

Our Commitment to Equality and Transparency

M&S On-Time Services Ltd is committed to promoting equality, diversity, and fair treatment across our workforce.

Gender Pay Gap reporting measures the difference between the average pay of men and women across an organisation. It is a statistical measure of workforce composition and does not assess equal pay for equal work.

As an umbrella payroll employer operating primarily within the construction sector, our workforce reflects the demographic profile of the industries in which our workers are engaged. Nevertheless, we believe transparency is important and we publish our Gender Pay Gap data in accordance with UK reporting requirements.

What Is the Gender Pay Gap?

The gender pay gap shows the difference in average hourly earnings between men and women across the organisation.

It includes:

• Mean gender pay gap
• Median gender pay gap
• Mean and median bonus gap
• Proportion of men and women receiving bonuses
• Gender distribution across pay quartiles

This data is based on the statutory snapshot date of 5 April each year.

Understanding Our Workforce

As an umbrella employer:

• Pay rates are primarily determined by assignment rates agreed between agencies and end clients.
• M&S does not set individual assignment pay rates.
• The reported gender pay gap reflects workforce composition and sector demographics.

We remain committed to ensuring that all workers are treated fairly and paid lawfully under UK employment and tax legislation.

Further Information

If you have any questions regarding our Gender Pay Gap reporting, please contact:

Email: mathi@mnsontime.co.uk

Our Gender Pay Gap Reports

Reporting Year: 5 April 2025 / Date Published: February 2026

Introduction

This report sets out the gender pay gap statistics for M&S On-Time Services Ltd in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data is based on a snapshot date of 5 April 2025 and includes all relevant employees as defined by the Regulations.

The gender pay gap measures the difference between the average pay of men and women across the organisation. It does not measure equal pay, which relates to men and women being paid equally for the same or similar roles.

Understanding Our Gender Pay Gap

M&S operates within the construction sector, which traditionally has a higher proportion of male workers. As an umbrella employer, pay rates are primarily determined by assignment rates agreed between agencies and clients, rather than internal pay scales. The reported gender pay gap reflects workforce composition rather than unequal pay practices.

M&S is committed to equal opportunities and fair treatment in all aspects of employment.

Our Commitment

M&S is committed to:

• Promoting equality, diversity, and inclusion
• Ensuring compliance with equal pay legislation
• Reviewing workforce data to identify trends
• Supporting fair and transparent pay practices

Director’s Statement

I confirm that the information contained in this Gender Pay Gap Report is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed:

Director M&S On-Time Services Ltd

Date: 25 February 2026

Reporting Year: 5 April 2024 / Date Published: January 2025

Introduction

This report sets out the gender pay gap statistics for M&S On-Time Services Ltd in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data is based on a snapshot date of 5 April 2024 and includes all relevant employees as defined by the Regulations.

The gender pay gap measures the difference between the average pay of men and women across the organisation. It does not measure equal pay, which relates to men and women being paid equally for the same or similar roles.

Understanding Our Gender Pay Gap

M&S operates within the construction sector, which traditionally has a higher proportion of male workers. As an umbrella employer, pay rates are primarily determined by assignment rates agreed between agencies and clients, rather than internal pay scales. The reported gender pay gap reflects workforce composition rather than unequal pay practices.

M&S is committed to equal opportunities and fair treatment in all aspects of employment.

Our Commitment

M&S is committed to:

• Promoting equality, diversity, and inclusion
• Ensuring compliance with equal pay legislation
• Reviewing workforce data to identify trends
• Supporting fair and transparent pay practices

Director’s Statement

I confirm that the information contained in this Gender Pay Gap Report is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed:

Director M&S On-Time Services Ltd

Date: 17 January 2025

Reporting Year: 5 April 2023 / Date Published: January 2024

Introduction

This report sets out the gender pay gap statistics for M&S On-Time Services Ltd in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data is based on a snapshot date of 5 April 2023 and includes all relevant employees as defined by the Regulations.

The gender pay gap measures the difference between the average pay of men and women across the organisation. It does not measure equal pay, which relates to men and women being paid equally for the same or similar roles.

Understanding Our Gender Pay Gap

M&S operates within the construction sector, which traditionally has a higher proportion of male workers. As an umbrella employer, pay rates are primarily determined by assignment rates agreed between agencies and clients, rather than internal pay scales. The reported gender pay gap reflects workforce composition rather than unequal pay practices.

M&S is committed to equal opportunities and fair treatment in all aspects of employment.

Our Commitment

M&S is committed to:

• Promoting equality, diversity, and inclusion
• Ensuring compliance with equal pay legislation
• Reviewing workforce data to identify trends
• Supporting fair and transparent pay practices

Director’s Statement

I confirm that the information contained in this Gender Pay Gap Report is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed:

Director
M&S On-Time Services Ltd
Date: 8 January 2024

Reporting Year: 5 April 2022 / Date Published: January 2023

Introduction

This report sets out the gender pay gap statistics for M&S On-Time Services Ltd in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data is based on a snapshot date of 5 April 2022 and includes all relevant employees as defined by the Regulations.

The gender pay gap measures the difference between the average pay of men and women across the organisation. It does not measure equal pay, which relates to men and women being paid equally for the same or similar roles.

Understanding Our Gender Pay Gap

M&S operates within the construction sector, which traditionally has a higher proportion of male workers. As an umbrella employer, pay rates are primarily determined by assignment rates agreed between agencies and clients, rather than internal pay scales. The reported gender pay gap reflects workforce composition rather than unequal pay practices.

M&S is committed to equal opportunities and fair treatment in all aspects of employment.

Our Commitment

M&S is committed to:

• Promoting equality, diversity, and inclusion
• Ensuring compliance with equal pay legislation
• Reviewing workforce data to identify trends
• Supporting fair and transparent pay practices

Director’s Statement

I confirm that the information contained in this Gender Pay Gap Report is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed:

Director M&S On-Time Services Ltd

Date: 9 January 2023