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Gender Pay Gap Report

Gender Pay Gap Report

Our policy on equal pay and the gender pay gap

Here at Halo we’re passionate about fairness, equality and inclusion and we welcome the new law asking employers to publish their gender pay gap results. The first thing you need to know is…

In Halo, men and women are ALWAYS paid the same rate of pay when in the same job.

What is the gender pay gap?

It shows the difference in the average pay between all men and women.

Gender make-up at Halo:

  • Staff: 59.8% Female / 40.2% Male

  • Customers: 55% Female / 45% Male

Our workforce profile is made up of a higher proportion of females than our customer base, however we are continuing to move towards gender parity.

How do we compare?

Halo’s data compares favourably with the sector where in 2025, CLUK reported a median pay gap in favour of women of 1.39%.

What does our gender pay gap look like?

Total Halo workforce, including casual staff: 1.6%

The average female hourly pay rate is £0.95 per hour higher than male counterparts. (This has increased by 15p per hour since 2025).

Why the gender pay gap?

  • Many casual jobs are instructor based and attract a higher hourly rate. These flexible working arrangements attract more women than men.

  • Our workforce profile has a higher number of female workers, particularly in coaching and instructing roles that also work on a zero hours basis, which drives the differences in the hourly pay rates.

For all workers (full and part time) the UK’s median gender pay gap in 2025 is 12.8% in favour of men (down from 13.1% in 2024).

Gender balance matters…

Halo Leisure continues to deliver initiatives which demonstrate our commitment to addressing the gender pay gap.

  1. We will continue to review our recruitment practices to ensure they do not indirectly favour a particular gender.
  2. We will continue to balance the contracted and zero hours contracts across the workforce, that is reflective of the needs of the business, but also ensures stability of working arrangements to attract as diverse a workforce profile as possible.
  3. We will continue to implement actions which help support women into more senior leadership roles in leisure.

Menopause action plan:

  1. Individual menopause risk assessments to be completed for each confirmed case as well as a Menopause Adjustment Passport, a confidential document owned by the employee to record and review agreed actions.
  2. Menopause awareness training, available for all managers.
  3. Best-in-class support for perimenopause and menopause available through our employee assistance programme.

Scott Rolfe, Halo CEO / July 2026

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