Gender Pay Gap Report

From April 2017, all organisations that employ over 250 employees are required to report annually on their gender pay gap.  The gender pay gap is defined as the differences in average earnings of men and women over a standard time period, regardless of their role or seniority.

Mon Motors Limited operates within the motor industry retail sector. The Gender Pay Gap report is based on data as at 5^th April 2025, and at this date Mon Motors employed 826 staff with 651 (78.8%) being male and 175 (21.2%) being female.

In determining reward for our staff, we balance a number of factors, including the general economic climate, company performance, and the external market for the types of roles that we offer. Our bonus / commission plans aim to recognise the work that our employees deliver, with individual bonuses being determined at a departmental level. Bonus / commission payments are monitored to ensure objectivity and to keep the total allocation within budgets.

Gender Pay Reporting

Our Gender Pay Statistics are as follows:

Key findings

The difference between the lowest hourly rate of pay and the highest within the organisation is large, because of the variety of roles we employ, thus the mean and the median data is not as representative of the gender pay gap as it would be if the variety of roles was small.

Our 2025 findings indicate that the Mean gender pay gap has increased slightly from 9.54% to 11.41%.  The Median gender pay gap has also increased slightly from 7.71% to 9.72% these are not significant changes.  

The Mean Bonus pay gap has also increased this year from 32.06% to 40.01%, however the percentage females receiving bonus in the year has increased from 46.7% to 62.9% which is encouraging.  

This is driven by the fact that a large proportion of roles held by females in our company are administration based roles and non-bonus earning.

The median bonus figures this year shows a much better decrease from -20.73% to -0.69%.  Thus, meaning that this calculation is almost equal.

The number of females in the Upper quartiles has decreased slightly from 12.7% to 10.53% but remains broadly similar throughout the years of calculations, there has also been a decrease of 5.19% in the number of females in the Upper Middle Quarter.

However, the Lower quartile has also seen a decrease of females within it from 29.1% to 24.48, with the lower middle quarter increasing to 34.74%.

In summary whilst the gap in pay has lessened there is still some work to be addressed in bonus pay for females within the company, and increasing the number of females in the upper quartiles.

Our objectives

Our objectives remain the same as previous years and we anticipate that any significant results from these will only be evident in future years, they are as follows:

1. Deliver appropriate learning and development to ensure that a pipeline of suitably experienced and capable candidates are considered for senior and higher earning potential roles, with a focus on those in underrepresented groups.
   
   
2. To work in partnership with our Brands, local schools and colleges to ensure that the Motor Industry is represented as a career choice for young women, particularly within Sales and Workshop roles.
   
   
3. We will continue to review bonus / commission structures for all roles to ensure that earning opportunity is fair and consistent for all.  This will be reviewed in conjunction with other information provided by other organisations within the same industry.

Statement

I confirm that the Mon Motors Group are committed to the principle of gender pay equality and has prepared its 2025 gender pay gap results in line with mandatory requirements.

James Robinson-Wyatt
Group Finance & Commercial Director
March 2026