Gender Pay Gap
Smyths Toys Limited - FY2025
Equality, Diversity & Inclusion
We remain committed to supporting diversity at all levels within the Smyths Toys Group by providing equal opportunities and eliminating all forms of direct or indirect discrimination.
We always offer fair and competitive pay and benefits to all our employees. Our pay structures are transparent and 100% performance related.
All employees at Smyths Toys are afforded equal pay for equal work regardless of their gender. The only reason that we collate gender information is for the purpose of this report, we have no other use for this information.
Gender Pay Gap Report
Gender Hourly Pay Gap 2025
Category of employee | Median (Middle) | Mean (Average) |
All employees | -1%
| 1% |
Part-time employees | -2%
| -2% |
Temporary employees | -1%
| -2% |
Our 2025 analysis is based on relevant employees employed by the company as of 30th June 2025.
Gender Hourly Pay Gap 2024
Category of employee | Median (Middle) | Mean (Average) |
All employees | 0%
| 5% |
Part-time employees | 1%
| -1% |
Temporary employees | 1%
| 7% |
Our 2024 analysis is based on relevant employees employed by the company as of 30th June 2024.
The analysis shows that for 2025 there is a (i) -1% median hourly pay gap amongst all employees; and (ii) -2% median hourly pay gap amongst part-time and (iii) a -1% hourly pay gap amongst temporary employees, for the reporting period. What does this mean? If we list the pay for all male employees and the pay for all female employees in Smyths Toys Limited and compare the middle value from each list, the median hourly pay for male employees was 1% less than the median hourly pay for female employees for all employees combined. For part-time employees, the median hourly pay for male employees was 2% less than the median hourly pay for female employees. For temporary employees, the median hourly pay for male employees was 1% less than the median hourly pay for female employees.
When you compare the average pay for a male to the average pay for a female amongst (i) all employees combined, the male average is 1% higher than the female average; and (ii) part-time and temporary employees, the male average is 2% lower than the female average.
Bonus and BIK Gap
| Female | Male |
% of employees receiving a bonus 2025 | 73% | 63% |
% of employees receiving a bonus 2024 | 62% | 60% |
% of employees receiving BIK 2025 | 2% | 2% |
% of employees receiving BIK 2024 | 2%
| 3% |
| Median (Middle) | Mean (Average) |
Bonus Pay Gap 2025 | 6% | 25% |
Bonus Pay Gap 2024 | 0%
| 31% |
Our bonus programme is performance driven with bonus targets and payments reflecting the role, value add and responsibility of the relevant employee. This year, 63% of all males received a bonus and 73% of all females received a bonus.
We are continuing to develop our female talent in the business, with the gender split and bonus % more evenly distributed at junior management level.
We will continue to appoint the best person to the role, regardless of gender.
Anthony Smyth
Managing Director
18 November 2025
Gender Pay Gap
Smyths Toys HQ UC - FY2025
Equality, Diversity & Inclusion
We remain committed to supporting diversity at all levels within the Smyths Toys Group by providing equal opportunities and eliminating all forms of direct or indirect discrimination.
We always offer fair and competitive pay and benefits to all our staff. Our pay structures are transparent and 100% performance related.
All employees at Smyths Toys are afforded equal pay for equal work regardless of their gender. The only reason that we collate gender information is for the purpose of this report, we have no other use for this information.
Gender Pay Gap Report:
Gender Hourly Pay Gap 2025
Category of employee | Median (Middle) | Mean (Average) |
All employees | 12% | 40% |
Part-time employees | 36% | 36% |
Temporary employees | 0.8% | 11% |
Our 2025 analysis is based on relevant employees employed by the company as of 30th June 2025.
Gender Hourly Pay Gap 2024
Category of employee | Median (Middle) | Mean (Average) |
All employees | 11% | 46% |
Part-time employees | 44% | 41% |
Temporary employees | 1% | 6% |
Our 2024 analysis is based on relevant employees employed by the company as of 30th June 2024.
The analysis shows that for 2025 there is a (i) 12% median hourly pay gap amongst all employees; (ii) 36% median hourly pay gap amongst part-time employees; and (iii) 0.8% median hourly pay gap amongst temporary employees, for the reporting period. What does this mean? If we list the pay for all male employees and the pay for all female employees in Smyths Toys HQ UC and compare the middle value from each list, the median hourly pay for male employees was 12% higher than the median hourly pay for female employees. In relation to part-time employees, the median hourly pay for male employees was 36% higher than the median hourly pay for female employees. Finally, in relation to temporary employees, the median value is 0.8% higher for male employees compared to the female employees.
When you compare the average pay for a male to the average pay for a female amongst (i) all employees combined, the male average is 40% higher than the female average; (ii) part-time employees, the male average is 36% higher than the female average; and (iii) temporary employees, the male average is 11% higher than the female average.
The Company employs the Group's founding shareholders, and they are all male. Their pay materially impacts the averages. As a business, we look for the right people to perform each role and pay them according to responsibility, regardless of gender.
Bonus and BIK Gap
Female | Male | |
% of employees receiving a bonus 2025 | 91% | 80% |
% of employees receiving a bonus 2024 | 78% | 78% |
% of employees receiving BIK 2025 | 4% | 5% |
% of employees receiving BIK 2024 | 3% | 5% |
Median (Middle) | Mean (Average) | |
Bonus pay gap 2025 | 3% | 30% |
Bonus pay gap 2024 | 14% | 51% |
Our bonus programme is performance driven with bonus targets and payments reflecting the role, value add and responsibility of the relevant employee.
We will continue to appoint the best person to the role, regardless of gender.
Pay Quartiles
Anthony Smyth
Managing Director
18 November 2025