1. Introduction 

This statement sets out the position of NASA Umbrella Ltd, a company registered in United 

Kingdom under number 06836385 whose registered office is at 5th Floor, BLOK, One Castle 

Park, Bristol, BS2 0JA (“the Company”) regarding its obligations to carry out Gender Pay 

Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.  

  

This involves carrying out six calculations that show the difference between the average 

earnings of men and women in our organisation; it will not involve publishing individual 

employee’s data.  

  

We can use these results to assess:  

•    the levels of gender equality in our workplace  

•    the balance of male and female employees at different levels  

•    how effectively talent is being maximised and rewarded.  

2. Period covered

This statement relates to the financial year 1st April 2024 – 31st March 2025 and is based on 

a snapshot of employee data on 5th April 2025.  

3. Responsibilities

Persons within the organisation with responsibility for managing NASA’s Gender Pay 

Reporting:  

• Alex Spendley (Sales Director)  

• Pippa Elsey (HR Director)  

• Agnieszka Tatarczak (Finance Manager)  

  

Their duties include:  

• Compiling and ensuring accuracy of data  

• Submitting Gender Pay Gap Reporting to the gov.uk website  

• updated NASAs Gender Pay Gap written statement and uploading to the website

4. Results

The results of our Gender Pay Reporting are as follows:

Male to female ratio:

1 : 3.0 (Female to Male)

Pay Quartile Information:

1 - Lower Quartile: Male - 65.23% Female - 34.77%

2 - Lower Middle Quartile: Male - 75.46% Female - 24.54%

3 - Upper Middle Quartile: Male -  77.42% Female - 22.58%

4 - Upper Quartile: Male - 80.05% Female - 17.95%

Pay gap using hourly pay:

Mean gender pay gap: 0.0%

Median gender pay gap: 0.0%

Percentage receiving a bonus:

Proportion of males receiving a bonus: 100.0%

Proportion of females receiving a bonus: 100.0%

Pay gap using bonus pay:

Mean bonus gender pay gap: 27.13%  

Median bonus gender pay gap: 34.47%

5. Supporting Statement

NASA Umbrella Ltd is a compliant professional employment umbrella company. As an 

employer to UK contractors, freelancers and agency workers NASA must report data on our 

employees pay to support Gender Pay Reporting requirements.  

  

An umbrella company when operating correctly employees its workers through multiple 

assignments with recruitment agencies and end users. This offers a vastly simpler process 

than having multiple employers each year. The employment and tax arrangements of an 

umbrella company see workers generally paid a minimum wage salary and a bonus. As a 

result, the figures we have provided above may not support the government’s aim with this 

legislation.  

  

All workers receive a minimum wage salary, with the remainder paid as an Additional 

Pay/Bonus. As such, it is the Mean and Median Bonus differences that is a true reflection of 

the difference in contractor pay rates between the genders. Although the figure has reduced 

from previous years, there still remains a 30% difference between Male and Female 

contractor employees.  

  

It is also a worthy point to note that an umbrella company does not negotiate, nor is it 

otherwise involved in the determination of a worker’s gross rate of pay. An umbrella engages 

with a recruitment agency for an agreed assignment rate, from which the umbrella retains its 

overheads and costs of employment, with the remainder available to pay the worker.  

  

All contractors, freelancers and agency workers have negotiated the assignment rate of pay 

with a recruitment agency directly before sourcing employment with an umbrella. As such 

pay rates vary widely by sector, skill set and experience.  

The contracting sector is generally a male dominated environment (with some notable 

exceptions) which is supported by our Male : Female ratio of 3 : 1. There are myriad reasons 

for this including that the more mature contractor markets are in traditionally male dominated 

sectors (e.g. IT, Engineering, Finance & Construction).  

In order to ensure the pay gap continues to fall it is imperative that recruitment agencies and 

end users of contractors move to offering and agreeing the same Assignment Rates to both 

Male and Females. 

6. Implementation of Statement

This statement shall be deemed effective as of 1st April 2026.