People Group Services Limited Company Number: 11570329

Gender Pay Gap Policy & Statement

Policy Statement

People Group Services Ltd (“PGS”, “we”, “our”, or “the Company”) is fully committed to promoting equality, diversity, and inclusion across all areas of its business and wider group operations.

We recognise the importance of transparency in relation to gender pay and are committed to complying with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

PGS operates a multi-entity workforce model which includes:

• Direct employees of People Group Services Ltd;
• Workers engaged under employed contracts via People PAYE Limited;
• Workers engaged via People Umbrella Limited; and
• Workers engaged through other group companies from time to time.

This policy reflects our responsibility across this wider structure and ensures that gender pay considerations are addressed consistently, fairly, and transparently throughout the group.

Purpose of the Policy

The purpose of this policy is to:

• Ensure compliance with all applicable UK gender pay gap reporting obligations;
• Promote equal pay and fairness across all engagement models;
• Identify, monitor, and address any gender pay disparities;
• Provide transparency to stakeholders including employees, workers, agencies, MSPs, and end clients;
• Reinforce our commitment to fair and equitable treatment across the entire supply chain.

Scope

This policy applies to:

• All employees of People Group Services Ltd;
• All workers engaged through People PAYE Limited and People Umbrella Limited;
• Any additional group companies facilitating employment or payroll services;
• All relevant stakeholders involved in recruitment, onboarding, payroll, and workforce management processes.

Whilst statutory gender pay gap reporting applies at an individual legal entity level, PGS adopts a group-wide approach to monitoring and promoting pay equality.

Our Workforce Model

PGS operates a diverse workforce model which includes:

• Permanent employees (corporate and operational staff);
• Temporary workers and contractors engaged through PAYE employment structures;
• Umbrella-employed workers;
• Supply chain workers introduced via recruitment agencies and MSP arrangements.

Due to this structure, gender pay gap data may reflect:

• Occupational segregation within sectors (e.g. healthcare, education, social care);
• Market-driven pay rates set by end clients;
• Assignment-based earnings rather than fixed salaries.

We acknowledge these factors and take them into account when analysing and interpreting our gender pay data.

Gender Pay Gap Reporting

PGS is committed to full transparency in its reporting obligations.

Our published gender pay gap reports can be accessed via the UK Government reporting portal:

👉 https://gender-pay-gap.service.gov.uk/employers/19240

Gender pay gap reports for PEOPLE UMBRELLA LIMITED - Gender pay gap service

These reports include:

• Mean and median gender pay gap;
• Mean and median bonus pay gap (where applicable);
• Proportion of males and females receiving bonuses;
• Distribution of males and females across pay quartiles.

Where applicable, individual group entities will also publish their own statutory reports.

Equal Pay Commitment

PGS is committed to ensuring:

• Equal pay for equal work or work of equal value;
• Non-discriminatory pay practices across all engagement types;
• Transparent and consistent pay structures;
• Fair access to opportunities, assignments, and progression.

We regularly review:

• Pay rates and assignment structures;
• Recruitment and onboarding processes;
• Role allocation and supply chain practices;
• Any indicators of imbalance across gender groups.

Factors Influencing the Gender Pay Gap

We recognise that any gender pay gap identified may not necessarily indicate unequal pay but may be influenced by:

• Sector-specific workforce demographics;
• Assignment types and durations;
• Client-driven pay rates;
• Worker preferences (e.g. part-time vs full-time work);
• Supply chain dynamics within MSP and agency frameworks.

PGS is committed to addressing any unjustifiable disparities and continuously improving outcomes.

Actions and Continuous Improvement

To support gender equality, PGS will:

• Monitor gender pay data annually and identify trends;
• Promote inclusive recruitment and onboarding practices;
• Encourage equal access to roles and assignments;
• Provide transparency through our payroll and reporting systems;
• Ensure policies and procedures are regularly reviewed and updated;
• Work collaboratively with agencies, MSPs, and clients to promote fairness across the supply chain.

Governance and Accountability

Responsibility for this policy sits with:

• Senior Leadership Team;
• Compliance and Risk functions;
• HR and Workforce Management teams.

We ensure:

• Regular review of gender pay data;
• Board-level oversight where appropriate;
• Alignment with broader ESG and compliance frameworks.

Communication and Accessibility

This policy is:

• Available to employees and workers upon request;
• Published as part of our wider compliance framework;
• Supported by publicly available gender pay gap reporting.

Review of Policy

This policy will be reviewed:

• Annually; or
• In response to legislative or operational changes.

Gender Pay Gap Statement

People Group Services Ltd is committed to fostering a culture of fairness, equality, and transparency across all aspects of its operations.

As a business operating within the recruitment and payroll sector, we recognise that our workforce structure spans multiple engagement models, including direct employment and employed worker solutions via group entities such as People PAYE Limited and People Umbrella Limited.

We are confident that men and women are paid equally for doing equivalent roles within our organisation. Any gender pay gap identified within our reporting reflects the nature of the sectors in which we operate, assignment-based pay structures, and broader workforce demographics rather than unequal pay practices.

We remain committed to:

• Continuous monitoring and transparency;
• Promoting equal opportunities;
• Working collaboratively across our supply chain to drive fairness;
• Ensuring compliance with all regulatory requirements.

Our latest gender pay gap data is available via the UK Government portal:

👉 https://gender-pay-gap.service.gov.uk/employers/19240

We will continue to review and refine our practices to support equality and inclusion across the People Group Services organisation and its wider group companies.

Declaration

This Policy is approved by the Board of Directors of: People Group Services Limited Company Number: 11570329

Last updated: 1st May 2026