Introduction
Established in 2002, our continual journey is a demonstration of the close-knit relationships we've developed with our customers and suppliers across the nation. Our vision is to be the home of the best people, incredible innovation, and unrivalled food supply solutions for customers throughout the UK. Our employees are engaged in a wide range of activities including warehouse, transport, and office-based roles.

We believe putting our people first is the key to making Delifresh a great place to work, which is why we support Gender Pay Gap reporting. These reports will help us to ensure that we make workplaces more equitable, more diverse, and more inclusive for the future.

Required Information
The difference between the mean hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean hourly remuneration of employees of the male gender. -6.4%

The difference between the median hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median hourly remuneration of employees of the male gender. -4.9%
The difference between the mean bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean bonus remuneration of employees of the male gender. -24%
The difference between the median bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median bonus remuneration of employees of the male gender. 0%

The percentage of all employees of the male gender who were paid bonus remuneration and the percentage of all employees of the female gender who were paid such remuneration. Male Female
69% 84%


The respective percentages of all employees who fall within each of Male Female
(i) the lower remuneration quartile pay band, 83% 17%
(ii) the lower middle remuneration quartile pay band, 91% 9%
(iii) the upper middle remuneration quartile pay band, 91% 9%
(iv) the upper remuneration quartile pay band, who are of the male gender 77% 23%

Understanding our Gender Pay Gap
At Delifresh, all colleagues receive the pay rate that is appropriate to their role and reflective of their skills and experience, regardless of gender.
Our Gender pay gap exists due to the following factors:
- The highest proportion of women are employed in the upper remuneration quartile pay band.
- A higher % of women received bonus due to the nature of the roles and staff turnover associated with those roles. More women are employed in roles with a low / zero staff turnover and thus employed at the time the bonus was paid (Aug 25). In contrast, more men are employed in high turnover roles such as warehouse or drivers, meaning staff turnover significantly impacts if bonus was paid as they were not employed when the bonuses were paid out.
Our Actions to address the gap
- Delifresh always recruit and promote on merit and ensure that gender-neutral language is used in all job vacancies reducing hiring barriers and allowing for a broader skill range.

- Conducted unconscious bias training for all managers ensuring managers are aware of such issues and empowering them to catch their own bias and prevent it from affecting their behaviour or decisions particularly in hiring, promoting or performance management.
- Salary bands introduced in 2020 increasing transparency and ensuring fairness.
- Ensuring equal representation in company branding on external and internal facing communications, including a recent collaboration with a fleet management system showcasing the company’s commitment to health and safety.
- Adopt a zero-tolerance approach towards any form of harassment including sexism and misogyny by ensuring robust policies are in place and that third parties are on board with this approach.
- Made flexible working accessible by ensuring a fair process for all requests from day 1 of employment including an up-to-date policy and training for all managers and supervisors in the consistent application of this policy.
- Currently considering changes to parental leave to enhance statutory provision for shared parental leave.
- Currently seeking budgetary approval for a menopause coach to complement our new menopause policy and action plan over the next 12 months.
- Recruiting an all woman judging panel at the most recent Young Chef of the Year Awards which took place in November 2025 and showcases the outstanding young talent we have in the trade.

Declaration:
I confirm that the gender pay gap information published in this written statement and submitted to the Gender pay gap service is accurate and has been calculated according to the requirements and methodology set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Person responsible:
Noel Kershaw
Managing Director

Introduction

Established in 2002, our continual journey is a demonstration of the close-knit relationships we've developed with our customers and suppliers across the nation. Our vision is to be the home of the best people, incredible innovation, and unrivalled food supply solutions for customers throughout the UK. Our employees are engaged in a wide range of activities including warehouse, transport, and office-based roles.

We believe putting our people first is the key to making Delifresh a great place to work, which is why we support Gender Pay Gap reporting. These reports will help us to ensure that we make workplaces more equitable, more diverse, and more inclusive for the future.

Required Information
The difference between the mean hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean hourly remuneration of employees of the male gender. 1.4%

The difference between the median hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median hourly remuneration of employees of the male gender. -2.7%
The difference between the mean bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean bonus remuneration of employees of the male gender. 37%
The difference between the median bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median bonus remuneration of employees of the male gender. 0%

The percentage of all employees of the male gender who were paid bonus remuneration and the percentage of all employees of the female gender who were paid such remuneration. Male Female
66% 80%

The respective percentages of all employees who fall within each of Male Female
(i) the lower remuneration quartile pay band, 72% 28%
(ii) the lower middle remuneration quartile pay band, 93% 7%
(iii) the upper middle remuneration quartile pay band, 84% 16%
(iv) the upper remuneration quartile pay band, who are of the male gender 78% 22%

Understanding our Gender Pay Gap
At Delifresh, all colleagues receive the pay rate that is appropriate to their role and reflective of their skills and experience, regardless of gender.
Our Gender pay gap exists due to the following factors:
- The highest proportion of women are employed in the upper and upper middle remuneration quartile pay band with a combined 38% across these bands.
- This gap in relation to bonus is due to one Directors bonus - if this was removed or more in line with others then the pay gap becomes negative.

Our Actions to address the gap
- Delifresh always recruit and promote on merit and ensure that gender-neutral language is used in all job vacancies, reducing hiring barriers and allowing for a broader skill range.
- Conducted unconscious bias training for all managers ensuring managers are aware of such issues and empowering them to catch their own bias and prevent it from affecting their behaviour or decisions particularly in hiring, promoting or performance management.
- Salary bands introduced in 2020 increasing transparency and ensuring fairness.
- Ensuring equal representation in company branding on external and internal facing communications.
- Adopt a zero-tolerance approach towards any form of harassment including sexism and misogyny by ensuring robust policies are in place and that third parties are on board with this approach.
- Made flexible working accessible by ensuring a fair process for all requests from day 1 of employment including an up-to-date policy and training for all managers and supervisors in the consistent application of this policy.

Declaration:
I confirm that the gender pay gap information published in this written statement and submitted to the Gender pay gap service is accurate and has been calculated according to the requirements and methodology set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Person responsible:
Noel Kershaw
Managing Director