Gender Pay Gap Report 2026

Reporting Date: 13^th October 2026

Snapshot Date: 5th June 2026

Reporting Period: July 2025 – June 2026

At Claregalway Hotel, we are proud to be an equal opportunities employer, committed to creating a positive, inclusive, and diverse workplace for all employees.

In line with the Gender Pay Gap Information Act 2021, we are publishing our Gender Pay Gap Report for 2026. This report reflects our ongoing commitment to transparency, fairness, and equality across our team.

The Gender Pay Gap measures the difference between the average hourly earnings of men and women across an organisation, regardless of role or seniority. It is calculated by comparing both the mean (average) and median (midpoint) hourly pay rates for male and female employees.

• Males 55% • Females 45% in employment at Claregalway Hotel
• Mean Gender Pay Gap for Full-Time employees is 10%
• Median Gender Pay Gap for Full-Time employees is 16%
• Mean Gender Pay Gap for Casual and Part-time employees is 0.3%
• Median Gender Pay Gap for Casual and Part-time employees is 0.2%
• Mean Gender Bonus Gap is 5%
• Median Gender Bonus Gap is 33%
• Proportion of Female employees receiving BIK is 0%
• Proportion of Male employees receiving BIK is 0%

Workforce Distribution by Pay Quartile

The distribution of male and female employees across the four pay quartiles is as follows:

	Male	Female
Lower Quartile	53%	47%
Lower Middle Quartile	40%	60%
Upper Middle Quartile	60%	40%
Upper Quartile	67%	33%

 

The quartile distribution indicates that women are well represented within the lower and lower-middle pay quartiles.

Understanding Our Gender Pay Gap

Our analysis indicates that one of the key factors contributing to the gender pay gap is the composition of our workforce across different roles and levels of seniority.

A higher proportion of men currently occupy senior and higher-paid positions within the hotel, which contributes to the overall difference in average hourly earnings.

In addition, chefs account for approximately 25% of employees within the upper pay quartile. As is the case across the wider hospitality industry, we recognise the ongoing challenge of attracting and retaining women in chef roles and other traditionally male-dominated roles. This workforce composition contributes to the gender distribution within the upper pay quartile and, consequently, to our overall gender pay gap.

The very small gender pay gap among our casual and part-time employees, at 0.3% on a mean basis and 0.2% on a median basis, indicates that the more significant difference arises primarily from the distribution of employees across roles and levels of seniority rather than from differences within these working arrangements.

The gender bonus gap is primarily influenced by the structure of our Christmas bonus scheme, which is based on seniority and length of service. As a result, differences in the seniority and length of service of male and female employees receiving bonuses can affect the mean and median bonus gap. We will continue to monitor bonus outcomes as part of our ongoing review of gender equality within the organisation.

Our Commitment and Next Steps

Claregalway Hotel is committed to continuing to reduce the gender pay gap and to ensuring that all employees have fair and equal opportunities to develop and progress within the organisation.

Our ongoing actions include:

• Monitoring our gender pay gap data regularly to identify trends and areas where further action may be required.
• Supporting female leadership and progression by recognising and promoting female leaders and creating opportunities for employees to develop the skills and experience required for career progression.
• Developing our internal talent pipeline to support progression into senior and higher-paid positions.
• Continuing to promote equal opportunities in recruitment, development and promotion, with a focus on attracting a diverse range of candidates across all areas of the hotel.
• Monitoring representation across our pay quartiles to assess progress over time.

We are pleased that, compared with our 2025 Gender Pay Gap Report, the proportion of female employees in the upper pay quartile has increased by 4 percent. We see this as a positive indication of progress and will continue to focus on increasing female representation at senior and higher-paid levels.

At Claregalway Hotel, we value the contribution of every member of our team. We will continue to nurture an inclusive workplace where everyone has the opportunity to develop, contribute and succeed, regardless of gender.