UK Gender Pay Gap Report 2025
We are Fyffes
You learn a thing or two over 130 years, mostly that people, partnerships and of course quality produce, are key to the past, present and future. Fyffes Group Ltd is our UK business and is a wholly owned subsidiary of Fyffes International S.A. We are all about growing, sourcing, shipping, ripening, distributing and marketing bananas, pineapples and melons. Of course, our people are at the heart of everything that we do.
As an equal opportunities employer with a diverse, inclusive and engaged workforce, we are committed to providing a workplace that is free from unlawful discrimination, where equality of opportunity is embedded across all aspects of employment.
We recruit, develop and promote people based on merit, ensuring that all individuals are treated with dignity and respect. This approach applies throughout the employee lifecycle, including recruitment and selection, training and development, promotion, and terms and conditions of employment. Our aim is to promote a working environment where everyone is supported to perform at their best.
Our Gender Pay Gap report
This Gender Pay Gap report is based on data as at 5 April 2025. At this snapshot date, Fyffes Group Ltd employed 525 relevant full-pay employees, comprising 312 men (59.4%) and 213 women (40.6%).
The gender pay gap reflects the difference in average earnings between men and women across the organisation and is influenced by a range of factors, including workforce composition, role distribution and working patterns.
Pay and Bonus Gender Pay Gap
| Mean | Median | |
|---|---|---|
| Pay | 19.6% | 7.1% |
| Bonus | 43% | 32% |
| Proportion of males receiving a bonus | 2.5% |
| Proportion of females receiving a bonus | 0.5% |
Proportion of Males/Females in Each Quartile Pay Band:
| Males | Females | |
|---|---|---|
| Lower Quartile | 41% | 59% |
| Lower Middle | 58% | 42% |
| Upper Middle | 69% | 31% |
| Upper Quartile | 70% | 30% |
Our mean gender pay gap of 19.6% and a median gender pay gap of 7.1% show a reduction in the gender pay gap compared to previous years, continuing our longer-term trend of narrowing pay differences.
The mean gender bonus gap for 2025 is 43%, with a median bonus gap of 32%. As in past years, bonus gap figures should be considered in the context of overall bonus participation, which remains low. As a result, bonus gap outcomes are significantly influenced by small numbers of individual payments.
Gender pay gap reporting does not compare pay for like-for-like roles. We remain confident that men and women are paid equally when performing the same or equivalent roles. A gender pay gap should not be confused with unequal pay.
As part of Fyffes’ wider sustainability strategy, the Group has set a corporate goal to eradicate the gender pay gap in its own operations by 2030. We continue to monitor gender pay data annually to support transparency and to better understand the factors influencing pay outcomes over time. With our focus on pay equity and as part of our pay equity journey, we have been certified by the FPI (Fair Pay Innovation Lab) as a Fair Pay Analyst.
We continue to focus on providing all employees, regardless of gender, with equal opportunities and a working environment that offers fulfilling and rewarding job roles.
I can confirm that the data reported above is accurate.
John Hopkins, Managing Director.
