International Hotel Killarney
Gender Pay Gap Report 2026

Introduction and workforce structure

At the International Hotel Killarney women are strongly represented across every level of the organisation, making up 57% of our people. We are committed to an environment in which women can develop, progress and thrive.

A defining feature of our workplace is the flexibility we offer every employee. We do not recruit for fixed working patterns; instead, our people choose their own hours to suit their personal and family lives. This allows us to be highly flexible in accommodating caring responsibilities right across the business: we facilitate school-hours roles, early roles, split shifts and four-hour days, and we actively support and encourage people to return to the workplace and to increase their hours as their young children move into preschool and school. For this reason the statutory "full-time" and "part-time" labels do not fully capture how we actually operate.

All employees are treated equally, including equal pay for equal work irrespective of gender. The figures in this report are expressed as percentages and are calculated for all employees employed on the snapshot date of 7 June 2026.

How our people are grouped

For reporting purposes employees are grouped into two cohorts:

• Full-time: employees on a contract of indefinite duration working full-time hours. These are recorded as "casual" in our system to reflect variable, rather than fixed, scheduling.
• Variable (part-time): employees on a contract of indefinite duration who have chosen to work reduced or variable hours (under approximately 36 per week) to suit family or personal commitments.

No employees were engaged on temporary or fixed-term contracts on the snapshot date.

Our gender pay gap

Gaps are expressed relative to men's pay: a positive percentage means men are paid more on average, and a negative percentage means women are paid more.

The part-time gaps favour women. The part-time male cohort is small (7 people) and consists mainly of entry-level and younger employees on statutory youth or entry rates, which lowers the male part-time figure and produces a large negative gap.

Pay quartiles

All employees are ranked by hourly pay and divided into four equal bands of 24. Each bar shows the proportion of women and men in that band.

Women form half of the lowest-paid band and around two-thirds of both middle bands. In the upper (highest-paid) quartile women make up 41.7%, reflecting a higher concentration of men in a small number of senior kitchen and technical roles. Supporting more women into these senior roles is a priority for us and is reflected in our actions below.

Bonus pay and benefits

Bonuses were paid to a majority of employees during the reporting period, including a larger one-off bonus to a number of senior staff. The proportions receiving a bonus, and the gap among those who did, are shown below. The bonus gap is calculated across employees who received a bonus, in line with the Regulations.

A higher proportion of women than men received a bonus (63.6% against 43.9%). The larger one-off bonuses were shared evenly between women and men. The mean bonus gap arises because a greater number of women also received smaller awards, which lowers the female average among recipients; it does not reflect a difference in the larger bonuses.

Benefit-in-kind. All employees, regardless of gender, are entitled to daily meals while on shift and are enrolled in the workplace pension on the same basis. These benefits are provided equally to everyone and are treated as exempt, so the reportable benefit-in-kind figure is 0% for both women and men.

What the figures tell us

Our median hourly pay gap across all employees is 0.3%, which means the typical woman and the typical man at the hotel are paid effectively the same hourly rate. Our mean gap of 3.9% arises principally from the mix of roles across the workforce rather than from any difference in pay for the same work: a small number of higher-paid senior kitchen and technical roles are currently held mainly by men. No employee is paid below the applicable statutory minimum wage, and where two employees in the same role are paid differently, an objective business reason - such as experience, responsibilities, or the nature of the outlet - is recorded.

The full-time median gap of 6.2% is also influenced by working patterns. The median is sensitive to differences in hours, availability and length of service; our people make extensive use of the flexibility available to them and adjust their hours through the year, which can move where individual pay points fall without affecting the hourly rate paid for the work. The strongly female part-time figures reflect the same flexible model, through which many women choose variable hours to balance work with family commitments.

Measures we are taking

• Support and encourage more women into senior and higher-paid kitchen, supervisory and management roles, where they are currently under-represented in the upper quartile.
• Maintain our flexible-working model, including school-hours, early, split and short-day arrangements, and continue to support people to increase their hours as their circumstances allow.
• Review job titles and role classifications so that pay reflects actual duties, and keep a documented objective rationale for any same-role pay difference.
• Apply clear, criteria-based pay progression across the business.
• Re-measure the gender pay gap each year and track progress against these actions.