UNITED KINGDOM
You can see our latest report here.
REPUBLIC OF IRELAND
December 2024 is the first time HAP is publishing an Irish Gender Pay Gap report, since the threshold reduced to 150 employees or more. This statement outlines HAP’s Irish gender pay gap in line with the Irish Government methodology for 2024. HAP support equal pay for employees regardless of gender, ethnicity, sexual orientation and disabilities and is continuing to encourage employees to voluntarily disclose their ethnicity, sexual orientation and disability data.
Equal pay is legally required under Ireland’s Employment Equality Acts 1998 – 2015, which HAP adheres to and it is important to note that gender pay gap is not the same as this, it is the difference in pay between men and women doing the same job. The gender pay gap shows the difference between average earnings of all men and women in a company, across all departments and job roles. It is calculated by looking at the difference between average hourly earnings of male and female employees. The calculation includes all employees (full-time and part-time) employed on the snapshot date (19th June 2024) using the hours worked and hourly rates for each event worked, derived from individuals’ pay over the preceding 12 months.
HAP’s workforce in Ireland is made up solely of part time individuals with no contracted hours of work, with the head office function and staff employed in the UK (not included as part of this report – reported as part of the UK’s gender pay gap reporting). The Irish and UK government gender pay gap methodologies vary in several ways including the snapshot date used, pay period, and pay elements. Therefore, HAP’s UK and Irish gender pay gap data cannot be compared.
For this report, we have split the roles into 3 quartiles, the lower being that for general staff (predominantly bar servers), the middle being for supervisory staff and the upper for managerial staff. Staff often work across more than one quartile depending on the work available for them to sign up to in any given week and their pay will reflect the role they are working. It is important to note that pay rates do sometimes differ for the same role across different events, however this is solely due to the rates we have agreed with clients, which are dependent on factors such as location, perceived difficulty of filling the desired shift and the pay rates that a client wishes to pay staff.
On 19 June 2024 (Chosen snap shot date), HAP’s Irish workforce had 169 relevant employees included in the gender pay gap calculation, 99 of which are women (58.6%), however 5 whilst employed, hadn’t actually worked for the 12 months between 20 June 2023 and 19 June 2024 and therefore have not received any pay.
Ireland gender pay gap 2024, full data disclosure:
| Unit | Employees (Ireland only) | Comments | |
| Number of employees in entity at snapshot date of 19 June 2024 | Number | 169 | |
| Number of employees who receive bonuses | Number | 0 | |
| Number of employees who receive benefits in kind | Number | 0 | |
| Proportion of male and female employees | % (F/M) | 58.6%/41.4% | |
| Mean hourly pay difference between female and male employees (all employees) | % | 3.69 | |
| Median hourly pay difference between female and male employees (all employees) | % | 6.67% | |
| Mean hourly pay difference between female and male employees (lower quartile) | % | 1.19% | |
| Median hourly pay difference between female and male employees (lower quartile) | % | 6.67% | |
| Mean hourly pay difference between female and male employees (middle quartile) | % | -0.97% | |
| Median hourly pay difference between female and male employees (middle quartile) | % | 0 | |
| Mean hourly pay difference between female and male employees (upper quartile) | % | 0 | No males have worked in this quartile |
| Median hourly pay difference between female and male employees (upper quartile) | % | 0 | No males have worked in this quartile |