GENDER PAY GAP POLICY AND STATEMENT (Lead Nurse Limited)

Last updated: 24 February 2026

1. Policy statement
   Lead Nurse Limited (“Lead Nurse”, “we”, “us”, “our”) is committed to equality, diversity and inclusion, and to fair and transparent pay practices. We aim to ensure that pay decisions are free from discrimination and based on role requirements, skills, experience, performance, and business needs.

2. What the gender pay gap is (and what it is not)
   The gender pay gap is the difference between average hourly earnings of men and women across an organisation. It can be influenced by workforce composition (for example, the distribution of men and women across roles and seniority levels).
   The gender pay gap is not the same as equal pay. Equal pay refers to paying men and women the same for the same work or work of equal value. Lead Nurse is committed to equal pay.

3. Legal reporting requirements (UK)
   Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, private and voluntary sector employers with 250 or more employees on the snapshot date must publish gender pay gap information annually.
   If Lead Nurse meets the reporting threshold in any year, we will publish our gender pay gap report in line with the regulations within the required timeframe.

4. Voluntary approach where reporting is not required
   Where we are not legally required to report, we will still monitor pay practices and workforce data as appropriate, and we may publish information voluntarily as part of our commitment to transparency and continuous improvement.

5. Our approach to fair pay and progression
   We maintain and promote practices designed to reduce the risk of pay inequality, including:

• role-appropriate, skills-based recruitment and selection;

• objective criteria for pay rates and pay reviews where applicable;

• clear assignment information and transparent pay arrangements for workers;

• equal opportunity and non-discriminatory policies;

• addressing barriers to recruitment, retention and progression.

6. Actions and review
   We will review this policy periodically and take proportionate actions where monitoring indicates potential inequality risks, such as reviewing recruitment channels, role design, flexibility options, and progression pathways.

7. Contact
   Questions about this policy can be sent to info@leadnurse.co.uk.

8. Approval
   Approved by: The Director, Lead Nurse Limited
   Date: 24 February 2026