Gender Pay Gap Reporting

Since the Gender Pay Gap Information Act 2021 (the “Act”) was enacted in the Republic of Ireland, medium to large size organisations have been required to report annually on their gender pay gap.

A gender pay gap measures the difference between the average earnings of all women and men across the business, irrespective of the work they do, expressed as a percentage of men’s earnings.

Organisations with over 250 employees have been required to report since 2022. In 2024, that threshold was lowered to 150 employees and from 2025, the gender pay gap reporting obligations have been extended to organisations with over 50 employees.

Due to continued growth, both organically and by acquisition, the Group is made up of an increasing number of separate legal entities that come under the remit of the act. In previous years, Uniphar Group published a gender pay gap report for each of the different entities who met the threshold requirements.

In 2025, Uniphar Group continue to publish a single consolidated gender pay gap report encompassing all entities within the Republic of Ireland. This reflects our One Uniphar ethos and our commitment to consistency, transparency, and meaningful progress. By publishing one unified report, we aim to maximise the impact of our gender equity efforts and extend these initiatives across all entities, including those not currently required to report under the Act. This approach sends a clear and consistent message to our employees, customers, and patients about the values that guide our organisation and our long-term commitment to fostering an inclusive workplace culture.

In accordance with the scope of the Act, a link to the 2025 Gender Pay Gap Report is published below:

Uniphar Group Gender Pay Gap Report 2025

Our strategy to address the gender pay gap is built around three key pillars: Representation, Culture, and Leadership.

  • Representation: We are enhancing inclusive hiring practices by standardising gender-diverse interview panels and requiring diverse shortlists for senior roles, with justification needed when female candidates are not presented.
  • Culture: We are delivering unconscious bias training to people managers and using employee feedback to shape inclusive policies and practices.
  • Leadership: We continue to invest in leadership development through our Women in Leadership programme and are increasing female participation in our graduate and leadership pathways.

These actions reflect our commitment to long-term, sustainable progress in gender equity across the Group.

While our gender pay gap highlights structural issues, our analysis confirms that men and women receive generally comparable salaries for equivalent roles, reinforcing our commitment to equal pay for equal work. We remain dedicated to analysing our gender pay gap data and developing targeted solutions to address disparities.

All companies captured in the Act, must publish historic gender pay gap reports for a period of 3 years. We have provided a link to our consolidated 2024 Gender Pay Gap report below:

You can find a link to individual Gender Pay Gap reports published in 2023 below:

Below you can find links to each Gender Pay Gap report published in 2022 under the Irish and UK Gender Pay Gap regulations: