Gender Pay Gap Report 2026/27
Gender Pay Gap Report
Workforce Profile
Workforce profile | Number | Percentage |
Female employees | 266 | 63.8% |
Male employees | 151 | 36.2% |
Total unique employee records | 417 | 100.0% |
The payroll dataset reviewed contained 417 unique employee records. Women represented 63.8% of the records and men represented 36.2%. CCS therefore has a predominantly female workforce, consistent with the wider profile of the health and social care sector.
Statutory gender pay gap results
Measure | Result |
Mean gender pay gap in hourly pay | 11.4% |
Median gender pay gap in hourly pay | 9.2% |
Mean gender bonus gap | -1,656.3% |
Median gender bonus gap | -1,271.1% |
Male employees receiving bonus pay | 0.7% |
Female employees receiving bonus pay | 0.8% |
Pay quartile distribution
Pay quartile | Men | Women |
Lower quartile | 27.0% | 73.0% |
Lower-middle quartile | 35.0% | 65.0% |
Upper-middle quartile | 43.0% | 57.0% |
Upper quartile | 45.0% | 55.0% |
Calculation basis: The hourly-pay measures and pay quartiles were calculated from the relevant payroll data using each employee’s ordinary hourly pay. Payments that do not form part of ordinary hourly pay for gender pay gap reporting were excluded. The bonus measures were calculated from qualifying bonus and commission payments made during the applicable 12-month bonus reference period. Payroll has confirmed and validated the employee population, qualifying payments and calculations in accordance with the government methodology.
Bonus analysis: The negative mean and median bonus gaps show that the qualifying bonus or commission paid to men was higher than that paid to women during the reference period. The size of the percentage gaps reflects the small number of bonus recipients and the comparatively higher payment made to the male recipient. The figures have been validated by Payroll and supporting calculation evidence has been retained.
Equal pay statement
Concept Care Solutions Ltd is committed to fair and transparent pay practices. Employees undertaking the same or equivalent roles are remunerated in accordance with the same pay framework, taking account of role responsibilities, relevant qualifications, skills and experience.
The gender pay gap is different from equal pay. Equal pay concerns whether men and women undertaking equal or equivalent work receive equal pay, whereas the gender pay gap measures differences in average earnings across the workforce as a whole.
Payroll validation
Payroll has validated the reported figures using the applicable statutory snapshot date and government methodology, including the relevant employee population, full-pay relevant employees, hourly pay calculations, qualifying bonus payments and pay quartile distribution. Supporting calculation evidence has been retained for governance and audit purposes.
The gender pay gap is different from equal pay. Equal pay concerns whether men and women undertaking equal or equivalent work receive equal pay, whereas the gender pay gap measures differences in average earnings across the workforce as a whole.
Declaration and approval
Concept Care Solutions Ltd is committed to fair and transparent pay practices. Employees undertaking the same or equivalent roles are remunerated in accordance with the same pay framework, taking account of role responsibilities, relevant qualifications, skills and experience.
Declaration: Concept Care Solutions Ltd confirms that the gender pay gap information reported is accurate and has been calculated in accordance with the applicable statutory reporting requirements.
Authorised Senior Representative: | Edith Fongho |
Job title: | Managing Director |
Approval date: | 01.09.2026 |
Website Publication Date: | 01.09.2026 |
Government Submission Date: | 08.09.2026 |
Published by Concept Care Solutions Ltd
Data source: CCS payroll records and validated gender pay gap calculations for the applicable 2026/27 reporting period. Workforce profile based on 417 unique employee records.
Managing Directors Signature
Edith Fongho