The UK government requires all legal entities with 250 or more employees to annually disclose their gender pay gap, based on an annual “snapshot” of the employee population on 5 April 2025.
The Group’s 2025 gender pay report includes disclosures of the mean and median gender pay gap for the Group’s main UK trading entity, Moonpig.com Limited as required by legislation, together with voluntary disclosures for the whole of Moonpig Group plc.
The gender pay gap is not the same thing as equal pay. Equal pay is a legal requirement that men and women receive the same remuneration for performing the same or substantially similar work, under the same conditions. This legislation directly affects how employees are compensated and is enforced to prevent pay discrimination based on gender. Moonpig Group ensures compliance with this legislation through processes and controls implemented at every stage of the employee lifecycle.
The gender pay gap is distinct from equal pay as it refers to the differences in average earnings between men and women across an organisation, irrespective of their functional specialisms, roles or seniority. It is a disclosure requirement aimed at increasing transparency about pay disparities that arise from overall workforce composition, rather than focusing on direct comparisons of pay for the same job. This reporting helps identify and address systemic issues contributing to earnings inequality, reflecting factors such as the relative seniority of men and women, which can influence overall pay differentials.
Progress since our last report
We have continued to make progress in reducing the gender pay gap. Across Moonpig Group, we have reduced the mean hourly gender pay gap by 2.9%pts year-on-year from 23.5% at 5 April 2024 to 21.7% at 5 April 2025.
The Group’s gender pay gap is primarily due to relative under-representation of women in our technology function (which reflects the wider societal challenge of female under-representation in technical roles) together with the current gender composition of the Executive Committee.
Our long-term aim is to close the Group’s gender pay gap, through systemic action to balance gender representation across our business. We are encouraged to see an increase in the percentage of females in the upper middle quartile. This aligns with our efforts to increase opportunities for females in the technology sector.
Modern slavery statement
