Thompsons operates an open and transparent pay and grading structure and pay all employees equally for the same or equivalent work. At the very top of our organisation men and women are equal in terms of pay and influence, but we recognise that there is always more to do.

We recognise that, like many similar organisations, the vast majority of our administrative and litigation support staff are women and the higher female representation at the lower and lower middle quartile impacts our gender pay gap. However, this should not be seen as evidence of unequal pay.

We’ve been fighting for fair and equal pay throughout our history. We are pleased with the positive progress we have made and will continue to work on achieving pay equality for our clients and for our staff.

We confirm the data reported is accurate and in accordance with the Equality Act 2010 (Gender Pay Gap) Regulations 2017.

Firm wide mean GPG

Firm wide median GPG

21%

31%

The GPG difference is the difference between gross hourly earnings for all men and women in the firm.

Proportion of male and female employees in each quartile

Quartile

Male

Female

Upper Quartile

45%

55%

Upper Middle Quartile

23%

77%

Lower Middle Quartile

18%

82%

Lower Quartile

21%

79%

Firm

27%

73%

 

Rakesh Patel, Client Relations and Talent Director