Gender pay

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.

The Group’s 2026 gender pay report includes disclosures of the mean and median gender pay gap for Moonpig.com Limited, as required by legislation, together with voluntary disclosures for the whole of Moonpig Group plc. The Moonpig.com gender pay gap has been calculated in accordance with UK legislation using employee-level payroll data for the relevant pay period. The voluntary Group calculation, including overseas employees, has been prepared using a UK-aligned methodology, applying consistent principles with necessary adjustments to accommodate differences in local payroll data and reporting capabilities.

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, the mean hourly gender pay gap reduced by 8.1 percentage points year-on-year, from 21.7% at 5 April 2025 to 13.6% at 5 April 2026.

The Group’s gender pay gap continues to be influenced by the distribution of men and women across functions and levels of seniority. Technology remains one of the Group’s larger and higher-paying functions, and women remain under-represented in this area, reflecting a wider societal challenge of female under-representation in technical roles.

Reducing the gender pay gap remains a long-term focus for the Group with our strategy focusing on maintaining representation of women within the Group Extended Leadership Team, as well as increasing the proportion of women hired into technical roles.