Gender pay gap
Gender Pay Gap (GPG) Reporting 2025
Spire Healthcare is a leading independent healthcare group in the United Kingdom. Our purpose is to make a positive difference to people’s lives through outstanding personalised care.
The gender pay gap required by the Gender Pay Gap Regulations represents an average figure. This is distinct from ‘equal pay’, which considers whether men and women are paid the same for carrying out the same work, or work of equal value. We have supplemented the statutory disclosure requirements with additional data that captures relevant employees across the Spire Healthcare Group.
Key findings
In 2025 the overall median gender pay gap in Spire Healthcare Group was 12.8% (2024: 12.3%). The mean gender pay gap for Spire Healthcare Group reduced to 15.8% from 16.1% in 2024.
Employee table
|
Entity Number of employees (includes bank workers)2 |
Spire Healthcare Limited 13,357 |
Claremont Hospital Holdings Limited 273 |
Spire Healthcare 15,818 |
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Women’s hourly rate is: Mean Median |
15.4% lower 13.4% lower |
-3.3% lower 1.3% lower |
15.8% lower 12.8% lower |
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Pay quartiles: Top quartile Upper middle quartile Lower middle quartile Lower quartile |
Men |
Women |
Men |
Women |
Men |
Women |
|
28.1% |
71.9% |
22.1% |
77.9% |
27.9% |
72.1% |
|
|
20.0% |
80.0% |
17.6% |
82.4% |
20.4% |
79.6% |
|
|
21.5% |
78.5% |
19.1% |
80.9% |
21.4% |
78.6% |
|
|
18.1% |
81.9% |
20.3% |
79.7% |
17.6% |
82.4% |
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Women’s bonus pay is: Mean Median |
65.5% 33.3% |
-187.5 0.0% |
65.7% 33.3% |
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Who received a bonus? Men Women |
27.0% 24.9% |
19.3% 26.3% |
25.2% 23.3% |
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1 Including Spire Healthcare Limited, Montefiore House Limited, Claremont, Vita Health Group, Spire Occupational Health and London Doctors Clinic. Excludes Acorn and Physiolistic, as they were acquired part way during 2025
2 In line with government reporting requirements, the number of employees stated in the table above is the number of colleagues who received full pay in the pay period April 2025
Responding to the gender pay gap
Gender pay reflects the structure of our workforce and the differences in the balance of male and female workers within the wider healthcare sector.
We understand and value the benefits that diversity can bring across all levels of the organisation. Having a visibly diverse leadership helps to foster a culture of inclusion that not only attracts a broader talent pool but also allows our future talent to recognise that progression is possible to senior leadership roles.
We continue to undertake talent and succession planning where we look to create opportunities and we continue to invest in colleague development and training, focusing particularly on management and leadership capabilities. Our hospital job framework launched in 2024 continues provides clarity on progression pathways, enabling better flow and retention of female talent.
As part of our commitment to provide opportunities that support career and pay progression for colleagues we run regular programs for development such as our senior healthcare support worker, nurse and pathology apprenticeship programmes.
We have maintained a position in the top 10 in the FTSE 250 Women Leaders Review and second in Healthcare. We're proud that we have a high representation of women on our workforce and continue to strive for further representation in all areas of our business.
Spire Healthcare was highly commended in the Metro Pride Awards for the LGBTQ+ colleague network achievements to make Spire a more inclusive place for our colleagues.
We were also pleased to be the leading UK healthcare company in the FT Statista Diversity Leaders 2026 index for another year, and 223 in the world (out of 800) based on a survey of 100,000 employees across Europe and feature as a top 100 business by Women in Work (WiW100) for senior female leaders.
