Gender Pay Statement

This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation. We are required to publish the results on our own and the government's website by the 5th of April each calendar year.

The key metrics required by the legislation for the 2023/24 year were as follows:

• The difference in the mean pay of full-pay men and women – 11.45%


• The difference in the median pay of full-pay men and women – 15.83%


• The difference in mean bonus pay of men and women – 11.45%


• The difference in median bonus pay of men and women – 15.83%


• The proportion of men and women who received bonus pay; men 61%, women 39%


The above figures have been reached using the mechanisms that are set out in the gender pay gap reporting legislation.

SmartWork.com Ltd employees are UK tax-based contractors. Each employee has a full overarching employment contract with associated benefits such as Statutory Sick Pay, Maternity/Paternity and Holiday Pay. Each employee is paid a basic National Living Wage plus a bonus which is equal to the contractors' hourly or daily rate for their services.

As a result of this, our figures will not provide an accurate reflection of what the government are trying to achieve through Gender Pay reporting.

Higher rates of pay are generally paid to contractors as they are providing niche skills and may only be required at the client site for a short period of time, for example, 3 – 6 months. Therefore the contractor may only work part of the year while looking for a new assignment.

SmartWork does not negotiate the hourly or daily rate for each employee as the contractor will engage with a recruitment agency that, in turn, has a relationship with the end client. Between the two parties, an agreed rate will be decided based on the current market conditions for the skills.

SmartWork takes reasonable steps to obtain comparator information for all employees under the Agency Workers Regulations. We request information for all workers to allow us to meet our obligation under the AWR (Agency Workers Regulations).

Our comparator questionnaire asks for information on the key areas covered in the regulation to ensure that we can undertake a full comparison. This information is required to enable us to ensure that the individual receives correct equal treatment as if he/she had been recruited directly as required by the AWR, and thus to adequately comply with our own obligations.