Gender Pay Gap Report

The Belfry Hotel & Resort Gender Pay Gap Report 2026 

The Belfry Hotel & Resort is committed to actively reviewing our policies and the factors influencing our gender pay gap to ensure we are making meaningful progress. As an equal opportunities employer, we remain dedicated to creating a fair, inclusive workplace and to continually reducing our gender pay gap. 

Gender Pay & Bonus Gap

                                          Mean                   Median
 
Gender Pay Gap:              3.1%                     0.0%

 
This year, our results show a 1.1% reduction in our mean gender pay gap compared with the previous year. The remaining gap is primarily driven by lower female representation in specialist roles. While we are confident that colleagues in equivalent positions receive equal pay regardless of gender, we remain committed to supporting the progression of women into specialist and senior leadership roles. 

 

Proportion of employees who receive bonus pay

Male 34.2%

Female 54.4%

 

                                         Mean                 Median
 
Gender Bonus Gap:         50.7%                   7.5%
 

 

A range of performance‑driven incentive schemes has been introduced across the resort. Bonus structures vary by role and level, and the differences in bonus outcomes are influenced by lower female representation in certain roles within the business. 
  

 

Pay Quartiles

                                                   Male                     Female

• Upper Band                       43.7%                   56.3%
   
• Upper Middle Band            50%                      50%
   
• Lower Middle Band            41.9%                   58.1%
   
• Lower Band                        34.5%                   65.5%
   

 

How we will continue to take action to close the gap;

We will continue to recruit and promote the best candidates ensuring all hiring decisions remain gender‑neutral.

We will maintain and annually review salary bandings to ensure men and women are paid equally for equivalent roles.

We will provide learning and development opportunities across the resort to support career progression for all employees and help everyone reach their full potential.

We will improve workplace flexibility for both men and women, enabling flexible working where possible and encouraging senior leaders to role model this approach.

We will consider gender balance when reviewing the composition of managerial and senior roles to help achieve a more even representation across the resort.

We will introduce further initiatives aimed at attracting more women into roles and departments that have traditionally been male‑dominated.

Our Gender Pay Gap figures have been calculated in line with the regulations set out in the Gender Pay Gap reporting legislation. I confirm that these figures are true and accurate.

Chris Eigelaar, Managing Director