Ireland Gender Pay Gap Report
We are Fyffes
At Fyffes, we are committed to fostering a diverse, equitable and inclusive workplace where every colleague is treated with dignity, respect and fairness. We recruit, develop and reward solely based on merit, ensuring equality of opportunity at all stages of employment. Transparency and inclusion are cornerstones of our culture, where diversity is celebrated, and publishing our gender pay gap results reflects this commitment.
Gender equality has been a global priority for Fyffes since 2019, when we first introduced gender equality training across our operations in Honduras and Costa Rica. As part of our Sustainability Framework, we aim to eliminate the gender pay gap across all Fyffes-owned operations by 2030, and we continue to make strong progress toward this goal.
Our teams provide essential professional and operational support to the Group from sourcing and shipping to ripening, distribution and marketing.
Our Gender Pay Gap Report
This Gender Pay Gap Report has been prepared in accordance with the Gender Pay Gap Information Act 2021 and the associated regulations.
Fyffes in Ireland falls within the scope of the Gender Pay Gap Information Act 2021 with Fyffes Management Services Ireland (FMSI) and Fyffes International SA (Ireland) (FISA IE). While both provide support to the wider Fyffes Group, they differ in size, function and workforce composition. To ensure full transparency, this report presents separate gender pay gap results and explanations for FMSI and FISA IE.
The report is based on data at the snapshot dates of 30 June 2025 (FMSI) and 4 June 2025 (FISA IE) and covers the reporting period from 1 July 2024 to 30 June 2025. This is the first year in which Fyffes is required to report under the Irish legislation.
Fyffes Management Services Ireland (FMSI)
Employees of FMSI provide services to Fyffes International S.A. (FISA CH) and Fyffes International Unlimited Company (FIUC).
As of the snapshot date, FMSI employed 51 people: 69% female and 31% male.
FMSI Pay and Bonus Gender Pay Gap
| Mean | Median | |
|---|---|---|
| Pay | -1.2% | -0.9% |
| Bonus | -41.9% | +36.1% |
Proportion of employees receiving a bonus:
- Female: 17.1%
- Male: 18.8%
Proportion receiving a benefit in kind:
- Female: 100.0%
- Male: 100.0%
FMSI Proportion of Males and Females in Each Quartile Pay Band
| Quartile | Male | Female |
|---|---|---|
| Lower | 25% | 75% |
| Lower Middle | 38% | 62% |
| Upper Middle | 23% | 77% |
| Upper | 38% | 62% |
Understanding Our Gender Pay Gap (FMSI)
Our 2025 results demonstrate a balanced gender pay position. The small hourly pay gap (mean −1.2%; median −0.9%) indicates strong alignment in pay levels between men and women across the organisation. With women representing nearly 70% of the workforce, and with a strong presence in all quartiles, representation patterns support equality in pay outcomes.
At the snapshot date, 4% of employees were part-time, all of whom were women. These individuals are included in the overall calculations; however, as per legislation, a separate part-time gender pay gap report is not required.
The bonus gap reflects the small number of senior women leaders who received bonuses during the reporting period and the variation in award size across a small population. While the mean bonus gap is in favour of women (-41.9%), the median bonus gap (+36.1%) shows that at the midpoint, men received higher bonus payments. This variation is typical in small bonus-eligible populations and does not indicate structural inequality in opportunity or reward.
Fyffes International SA (Ireland) or FISA IE
FISA IE is the Irish branch that supports the FISA CH trade in Ireland.
Fyffes International SA (Irish Branch) Gender Pay Gap has been prepared in accordance with Gender Pay Gap Information Act 2021, Employment Equality Act 1998 (Section 20A) Regulations 2022 and 2024.
This report is based on the information from the snapshot date 4th June 2025.
Pay and Bonus Gender Pay Gap
| Mean | Median | |
|---|---|---|
| Pay | 0.34% | 6.73% |
| Bonus | 32.69% | 20.50% |
Gender Pay Gap for full time employees
| Mean | Median | |
|---|---|---|
| Full time | 6.80% | 9.57% |
Gender Pay Gap for part time employees
| Mean | Median | |
|---|---|---|
| Part-time | -154.24% | -154.24% |
Proportion of employees receiving a bonus:
- Male: 6.12%
- Female: 4.16%
Proportion of Males and Females in Each Quartile Pay Band
| Quartile Pay Bands | Male | Female |
|---|---|---|
| Lower | 55.56% | 44.44% |
| Lower Middle | 72.22% | 27.78% |
| Upper Middle | 72.22% | 27.78% |
| Upper | 72.22% | 27.78% |
Proportion receiving BIK Benefit:
- 7 Males out of 49 received BIK Benefit
- 6 Females out of 24 received BIK Benefit
| BIK | Male | Female |
|---|---|---|
| 14.29% | 25% |
Understanding our Gender Pay Gap
At the snapshot date of 4th June 2025, the total number of employees in FISA was 73: 49 male and 24 female. A small number of employees were on long-term leave during the reporting period, which had a minor impact on our hourly pay calculations.
The small gap between the mean hourly rate at 0.34% and median at 6.73% demonstrates that male and female remuneration is aligned across the organisation. At 66.67%, men make up most of our workforce, hence leading in the Quartile bands with 55.56% in Lower Quartile and 72.22% in Lower Middle, Upper Middle and Upper Quartile across the organisation.
At the snapshot date, three employees (one male and two female) worked on a part-time basis. The gender pay gap for part-time employees is -154.24% and the median gap is also at -154.24%.
The difference in bonus outcomes reflects the small number of bonus recipients with 6.12% male and 4.16% female receiving bonuses signifying a mean bonus of 32.69% and median of 20.5% in favor of men. As for BIK benefit, seven males (14.29%) and six females (25%) received benefit in kind at the snapshot date.
Closing the Gap
Gender Pay Gap analysis is an important part of our wider people and inclusion strategy. We are proud of the strong gender balance across our Irish workforce and remain committed to maintaining this parity while strengthening equity in all areas of pay and progression. Our actions include:
- Regular pay-equity reviews to ensure fairness and alignment with best practice.
- Continued investment in inclusive leadership training.
- Career development, sponsorship and mentoring initiatives supporting women in leadership.
- Alignment with Fyffes’ global Sustainability Framework and 2030 no-pay-gap target.
In 2024, Fyffes joined the Fair Pay Innovation Lab (FPI) as part of our commitment to advancing organisation-wide fair pay. FPI’s Fair Pay Matrix goes beyond traditional gender pay gap reporting to assess pay equity across gender, age, ethnicity and other demographic factors aligning companies with UN Sustainable Development Goals 5, 8, and 10. The first step of FPI certification—a pay transparency analysis—is underway and on track for completion in 2025. We are also progressing our job architecture mapping, which will be completed in 2026, supporting alignment with the EU Pay Transparency Directive coming into effect in 2027.
While FMSI and FISA IE have different workforce profiles due to their different functional roles (FMSI service company, FISA IE support to FISA CH trade in IE), and therefore display different gender pay gap outcomes, both sets of results reflect the structure of each entity rather than unequal pay. Fyffes remains committed to ensuring pay equity across both organisations and will continue to monitor and review outcomes on an annual basis.
Our Commitment
Fyffes is committed to equal pay for equal work ensuring that men and women are paid the same for the same or similar roles. A gender pay gap is not the same as unequal pay; rather, it reflects the structure and representation of the workforce. We will continue to celebrate diversity, promote equitable employment and maintain a fair, inclusive and rewarding workplace.
I confirm that the data reported above is accurate.
Signed:
Edel O’Reilly, HR Manager, Fyffes Management Services Ireland (FMSI)
Adele Carroll, HR Manager, Fyffes International SA (Ireland) (FISA IE).
Date: 27th November 2025
Snapshot Date: 30 June 2025 (FMSI) and 4 June 2025 (FISA)
Reporting Period: 1 July 2024 – 30 June 2025
