ERA Gender Pay Gap Report | 2025

 

ERA Home Security Ltd (ERA) continues to drive the innovation that underpins home security. With over 180 years of manufacturing, design and innovation, we have been firmly at the heart of securing Britain’s homes since 1838. 

 

Overview

ERA is committed to supporting employment policies and practices that ensure all decisions involving people (including recruitment, reward and people development) are made based on an objective assessment that reflects talent, engagement and achievement, and are not subject to any form of bias.

ERA is committed to ensuring that equivalent roles within each of its areas receive appropriate and equivalent remuneration. Accordingly, our employment policies, human resource systems and processes are focused on attracting and developing a diverse workforce of the highest calibre.

Under UK legislation, all organisations with 250 employees or more, are required to publish data which demonstrates the pay differential between male and female pay.

Our gender pay gap statistics reflect the remuneration of employees of the company on the snapshot date of 5 April 2024. Our statutory report’s gender pay gaps and quartiles are calculated from 328 individuals: 64.6% male and 35.4% female.

The mean hourly pay difference between male and female employees in 2024 of 11.6% is lower than the previous year (17.6%). The median hourly pay difference is also lower at 20.6% (26.6% in 2023).

 

Reporting ERA’s gender pay gap

The results shown below are the aggregation of ERA UK employees.

The UK Government gender pay gap regulations asks for four sets of data:

1. Reporting differences in mean and median pay between males and females, calculated on the basis of equivalent hourly pay rates

Mean hourly pay difference between male and female employees					11.6%
Median hourly pay difference between male and female employees					20.6%

2. Reporting the distribution of males and females between pay band quartiles, calculated using the range of hourly pay rates

Lower quartile pay band				Male	55.8%
				Female	44.2%
Lower middle quartile pay band				Male	55.0%
				Female	45.0%
Upper middle quartile pay band				Male	74.4%
				Female	25.6%
Upper quartile pay band				Male	78.0%
				Female	22.0%

 

3. Reporting the differences in mean and median bonus pay between males and females  mean and median bonus pay between males and females

Mean difference between male and female bonus payments					-41.5%
Median difference between male and female bonus payments					-147.3%

4. Reporting the proportion of males and females receiving bonus pay in a year.

Proportion of male employees receiving a bonus payment					12.3%
Proportion of female employees receiving a bonus payment					9.5%