Gender Pay Gap

Company Overview

Paul Byron is an Irish, family-run footwear retailer with stores nationwide and a strong online presence. Our culture values growth, fairness, and opportunity for everyone, with many colleagues progressing from in-store roles to management and head-office careers.

We invest in learning at all levels, from customer experience and product knowledge to leadership, compliance and safety. Our blended approach combines in-store mentoring with online resources to support career development.

What is the Gender Pay Gap?

The Gender Pay Gap is the difference in average pay between men and women across an organisation. It is distinct from equal pay, which is about paying men and women the same for the same or equivalent work. A company can have equal pay and still show a gender pay gap due to role mix and working patterns.

Workforce Snapshot

Our 2025 Results

Negative (−) figures indicate a gap in favour of women.

Pay Quartiles

Pay quartiles show how men and women are distributed across our pay structure.

Quartile	Women	Men
Upper	60.00%	40.00%
Upper-Middle	86.21%	13.79%
Lower-Middle	72.41%	27.59%
Lower	56.67%	43.33%

Women are strongly represented at all levels, with the highest concentration in the middle-to-upper bands.

Understanding the Gap

Our median payis broadly balanced, indicating pay equity across comparable roles.
The mean gap15.69% reflects workforce composition: more women work part‑time or in flexible retail roles, while more men hold full‑time management positions.
Bonus outcomes are tied to store performance and role. A small cohort of female recipients received higher-value performance bonuses in the period.
No Benefits in Kind (BIK) were provided.

Additional context (part‑time & temporary)

Among part‑time and temporary colleagues, women earned slightly more per hour on average (reverse gap), reflecting role mix and hours patterns.

We follow the Gender Pay Gap Information Act 2021 and Regulations. Hourly rates are calculated using contracted or averaged hours as appropriate; bonuses are included on a pro‑rated basis and linked to performance KPIs; there were no Benefits in Kind during the period.

Read the full methodology

• Full‑time: fixed weekly hours × 52.18
• Part‑time/variable: average of last 12 weeks × 52.18 (or contract averages for <12 weeks’ service)
• Bonuses: pro‑rated to the reporting period; manager bonuses vary monthly with store KPIs.

Our Commitment

Maintain fair, bias‑free processes in recruitment, promotion and pay review.
Encourage gender balance in senior and full‑time roles through targeted development.
Support flexible work and progression after periods of leave.
Monitor our data annually and share progress transparently.

About Us