gender pay gap

In compliance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, YO! is required to report its gender pay gap, detailing the percentage difference in average hourly earnings between male and female employees. This report includes both the mean and median gender pay gaps, the mean and median bonus gaps, and the proportion of male and female employees receiving a bonus.

For the snapshot date of April 2025, YO! has published its Gender Pay Gap results on both its corporate website and the Government portal. The key metrics reported are as follows:

The mean and median gender pay gap
 The mean and median gender bonus gap
 The proportion of male and female employees receiving a bonus

YO! Gender Pay Gap Overview

YO! is a diverse and fast-paced hospitality business, employing colleagues across restaurants, kiosks and support functions. We are committed to building a fair and inclusive workplace where everyone has equal opportunity to develop and progress, regardless of gender.

For April 2025, our median gender pay gap remains at 0.00%, reflecting continued pay parity at the midpoint of our workforce. Our mean gender pay gap has reduced to 10.59% (from 11.22% in 2024). While this represents progress, we recognise that a gap remains.

Our gender pay gap is driven primarily by the distribution of roles across the organisation, particularly at senior levels. Increasing female representation within our leadership population is therefore a clear area of focus, and one where we are already seeing progress.

Our bonus data shows a higher average bonus outcome for male colleagues and a slightly higher proportion of males receiving a bonus. This reflects the distribution of roles eligible for bonus across the organisation, particularly at more senior levels. We remain focused on ensuring a fair and consistent approach to reward, aligned to performance and role.

Over the past year, our focus has been on taking practical action to improve representation at senior levels and ensure fairness and consistency across our pay structures. This includes the promotion of several female leaders into Director-level roles, strengthening female representation within our senior leadership population. Alongside this, we have embedded the outcomes of our salary benchmarking work to maintain transparent and equitable pay frameworks, while continuing to support retention through inclusive and family-friendly policies.

We are encouraged by the progress reflected in this year’s results. However, we are clear that sustained improvement will depend on continuing to strengthen our leadership pipeline and increasing representation of women in senior roles over time. This remains a key focus for the business.

At YO!, we remain committed to taking practical, measurable action to close the gender pay gap and to ensuring we attract, retain and develop a diverse range of talent.

We also recognise that not all individuals identify with their legal gender status and are committed to fostering an inclusive environment where all colleagues feel respected and supported.

I can confirm the above is true & accurate.       

Will Human

European, Chief Executive Officer

YO!