Jigsaw's Gender Pay Information


The Gender Pay Gap Report looks at the differences between pay of all men and women across Jigsaw. It’s published in percentages and split into 4 sections:

  1. Mean gender pay: The difference between the hourly average of men’s and women’s pay.
  2. Median gender pay: The middle value of men’s and women’s pay.
  3. Bonus Payments: Paid to both men and women.
  4. Pay quartiles: The percentage of men and women in each pay quartile.

This information is based on hourly rates at the snapshot on the 5th April 2022.

It is worth noting the following observations on gender pay gap reporting:

  • If women do more of the less well paid jobs within an organisation than men, the gender pay gap is usually bigger.
  • The Gender Pay Gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work. Unequal pay has been unlawful since 1970.
  • Companies with over 250 employees are legally required to publish Gender Pay Gap figures.

Below is the gender pay gap summary for Jigsaw, as at the 5th April 2022.

As a female led and predominately female business, we are confident that our male and female employees are paid equally for equivalent roles across the business. We have pay ranges across all our roles and we spend a considerable amount of time reviewing all our roles against external and internal benchmarks to ensure we are paying fairly and at the right level.

Hourly Rate

Mean (the difference between the hourly average of men & women)

Women are 23.97% lower

Median (the middle value of men & women’s pay)

Women are 17.1% lower

Pay Quartiles

Top Quartile





Upper Quartile





Lower Quartile





Bottom Quartile





Bonus Pay

The proportion of men and women who received a bonus is:





Women’s bonus pay across Jigsaw is:


21.2% lower


same as men


It is very difficult to review progress with our Gender Pay Gap within Jigsaw as the pandemic had a disproportionate impact on the retail sector with a number of employees (specifically our retail colleagues who are mainly female) being on furlough. We have since opened a number of new stores and increased our headcount across retail, warehouse and head office. Therefore, when we report on the 2023 figures next year, we will have a better view on the trends of our gender pay gap and we hope to show improvement across all areas.

Given we are a female fashion brand, the majority of our employees are style advisors in stores. These roles are paid at the lower end of our pay scale and attract a high proportion of women. Contrasting this, our head office and senior warehouse roles attract more male representation. This has a negative impact on our gender pay gap percentage. However, we are really proud that 80% of our senior leadership team are female and we have a strong female representation at all levels of management.

The bonus payments paid in 2022 were all incentives payments across our retail staff. As we grow as a business and expand we are committed to remunerating fairly based on merit and performance.

We are taking a number of measures internally to ensure we are a diverse and inclusive employer. Recent examples of this are: increasing our enhanced maternity package, offering support for couples who are undergoing conception or fertility treatment and launching our Women’s Wellbeing Policies to include support during periods (and other symptoms associated with this) and the menopause. We remain committed to being an inclusive and diverse employer, focussing on equity not equality, and doing the best we can for all our employees.