Gender Pay Gap Report 2025

At PureGym, our mission is to inspire healthier nations by providing affordable, flexible fitness through more than 700 gyms. Central to this is creating a welcoming, inclusive environment where everyone can Feel PureGym Good—inside and out.

2025 was a strong year for the business, made possible by our people. We remain committed to attracting, developing and retaining great talent across both our gyms and central teams, and to ensuring our people are rewarded fairly for their contribution.

This report outlines our gender pay and bonus gaps for 2025, alongside the distribution of male and female colleagues across our pay quartiles.

As we continue to grow, fairness and equality remain a priority for our leadership team. Our Group Equity and Inclusion Strategy is embedded across the business, supporting a culture where people feel valued, included and able to succeed.

Female representation across senior leadership in the UK has increased to 37.7%. However, as we have expanded at the most senior levels, this has also led to a higher proportion of male representation in a small number of top roles. This remains a key focus for us as we continue to build a balanced and representative leadership team over time.

We are confident that men and women are paid equally for work of equal value. Our gender pay gap remains relatively small and continues to be driven primarily by workforce composition, including the distribution of roles across levels and functions.

Looking ahead, we will continue to address this through targeted development, strong succession planning, and creating high-quality opportunities for progression—ensuring fairness and equal access for all.

PureGym is a place where people support one another to perform at their best. We are proud of the culture we have built and the role we play in helping both our people and our members feel PureGym Good.

Gender pay is the difference of the average pay for women compared to the average pay to men, reported as a percentage of the difference. It includes our team members working full-time and part-time, across our Gyms and in our Central Functions.

Equal pay is the expectation that people earn the same for performing the same work of equal value.

In 2024, the Mean Pay Gap was 1.2% and the Median Pay Gap was 0.8%.

In 2025, the Mean Pay Gap was 2.0% and the Median Pay Gap was 0.0%.

In 2025, we saw an improvement in our Median Pay Gap. This median pay gap improvement demonstrates the direct comparison between men and women in the same role in our gym operations business and is representative of the robust compensation structures in place.

Our mean gender pay gap has increased this year. During 2025, we recruited several senior roles and most of those appointments were men. This result does not indicate that men and women are paid differently for the same work. We maintain strong oversight of equal pay, supported by robust compensation review practices.

The pay quartiles broadly reflect the gender balance position across the UK business and have remained broadly stable to previous years reports.

With more men in mid-senior roles, there are more men in the upper pay quartiles than women. This differential is reducing over time and will continue to improve as further opportunities arise with the organisation's growth.

Varied types of 'irregular' payments are included in the government reporting guidelines for 'bonus payments'. We are confident that fair and equal treatment for bonus inclusion, irrespective of gender, is in place. All of our bonus schemes are gender neutral by design.

In 2025, bonus payments were performance-centric and linked to the role and position held in the business. Overall, 27.0% of male team members received a bonus, and 27.8% of ffemale team members received a bonus. This has remained broadly consistent with previous years.