Gender Pay Gap Report

Picture of Anabel and Barnabas Kindersley Picture of Anabel and Barnabas Kindersley

Introduction to Neal's Yard

At Neal’s Yard (Natural Remedies) Ltd, championing equality and upholding the highest ethical standards sits at the heart of who we are. Our commitment to people and the planet guides every decision we make from how we craft our products to how we support and empower those who work with us. Gender equality is an essential part of this responsibility and reflects our belief in fairness, respect, and opportunity for all.

Since our earliest days, Neal’s Yard has been shaped and led by women. We remain proud to have a woman serving as our Owner and CEO today. Women also represent half of our Senior Leadership Team and 76% of our wider organisation, reflecting the strong female presence across the natural health and beauty sector.

This high level of female representation is a strength of our business, though it naturally influences how our gender pay gap results are presented. This report explores those dynamics while setting out our ongoing commitment to nurturing an inclusive, diverse workplace where everyone can thrive.

What is a Gender Pay Gap

This report summarises Neal’s Yard (Natural Remedies) Ltd, Gender Pay Gap Report 2025, with a snapshot date of 5th April 2025.

A Gender Pay Gap is the difference between the Mean (average) and Median hourly pay rates of men and women, expressed as a percentage difference of men’s earnings.

Therefore, a positive percentage means a women earns less than a man per hour, whereas a negative percentage indicates on average women are earning more than their male counterparts.

Per the requirements of Gender Pay Gap information regulations 2017, this report also includes a Gender Bonus Gap, expressed as a Mean and Median of male bonuses over a 12-month period.

At Neal’s Yard Remedies, we continuously strive to be a fair employer, regardless of gender. The Gender Pay Gap information included in this report only represents binary Male and Female genders based on the information provided by each employee, as per legislation. We understand not everyone identifies with binary gender but for the purposes of this report, only those identifying as binary Male or Female have been included.

Gender Pay Gap Results

2025 figures based on 300 full pay relevant employees on the 5th April 2025 snapshot date.

Bonus pay includes monthly Incentives for Retail Staff and a Performance Bonus Scheme for other colleagues in Sales and Senior positions.

Understanding Neal’s Yard Remedies Gender Pay Gap Results

Pay Quartiles

  • Overall workforce is 77% female, showing a relative overrepresentation of males in upper-middle quartile.


Mean & Medium Gap

  • Both the mean and median gender pay gaps compare favourably with provisional UK benchmarks.
  • The positive movement in the median gap reflects continued progress in advancing women into senior, high-skilled roles and increasing female representation in leadership.
  • While our Senior Leadership Team is gender-balanced, this is not representative of the wider workforce.
  • This imbalance continues to drive the overall pay gap, particularly the bonus gap.


Bonus Gender GAP

  • 45% of women received a bonus compared with 13% of men, largely reflecting the concentration of female employees in retail roles.
  • Retail bonuses are typically lower in value but higher in volume, while senior roles receive fewer, higher-value awards aligned to overall gender representation.
  • Although the highest-value bonuses were evenly split between genders, outcomes are heavily influenced by total payout value.
  • A small number of high-value awards drives the gap, by removing the single highest male bonus reduces the mean bonus gap from 66% to 17%.

Our Gender Pay Gap

  • While our mean and median gender pay gaps compare well with UK benchmarks, reflecting our progress in advancing women into senior, high-skilled roles, we recognise there is more to do. Senior leadership continues to have the greatest influence on our overall pay gap.
  • To address this, we need the upper pay quartile to better reflect the wider workforce by attracting and promoting more women into senior, technical, and higher-paid roles. Minimal variation across the lower three quartiles (less than 3%) confirms that improving representation at the top remains the priority.
  • Industry trends highlight ongoing challenges in attracting men into retail roles within the beauty sector, although our factory roles remain more balanced. Our flexible working environment, particularly in retail, aligns with working patterns more commonly sought by women, who hold over 70% of part-time roles in the UK based on labour statistics by Gov.uk.

Neal's Yard Remedies Gender Pay Gap Report 2024

Neal's Yard Remedies Gender Pay Gap Report 2023

Neal's Yard Remedies Gender Pay Gap Report 2022