Introduction
Epicor’s purpose is to be the essential partner to the World’s essential businesses. Our customers are the hardworking businesses who make, move, and sell the things everyone needs. Our carefully curated industry productivity solutions enable businesses to keep the world turning, even during the most challenging times.
Epicor Software (UK) Ltd operates in the Software market providing industry-specific solutions for customers across manufacturing, distribution, retail, and services organizations.
With circa 5,500 employees across the globe, in 2025 Epicor employed circa 312 employees in the UK at the snapshot date, mainly across 2 sites with Epicor’s UK Headquarters is in Bracknell. Epicor is an equal opportunities employer. This commitment is embedded in our culture, core values, and operational practices across all our locations worldwide. We are dedicated to attracting, selecting, developing, and retaining employees based on skills, knowledge, ability, performance, and potential. We strive to foster a diverse and inclusive environment where all colleagues feel valued, respected, and empowered to succeed.
We fully support the UK Government’s objective of reducing the gender pay gap and recognise the importance of transparency in driving meaningful progress. By reporting our gender pay data, we aim to provide clear insight into our workforce composition and pay practices, and to encourage continued action that supports fairness, opportunity, and long-term economic growth.
About this report
Under the Gender Pay Gap Regulations, organisations with 250 or more employees are required to publish their gender pay gap data annually. The gender pay gap measures the difference in average earnings between men and women across the organisation as a whole, irrespective of role, level, or length of service. It reflects the overall distribution of men and women across different positions and pay levels within the business.
It is important to distinguish the gender pay gap from equal pay. Equal pay relates to the legal requirement to provide the same pay for men and women performing the same, similar, or work of equal value. Paying employees differently because of their gender is unlawful.
This report has been prepared in accordance with the methodology prescribed by the Government Equalities Office and is based on pay data captured at the snapshot date of 5 April 2025.
The following six metrics align with gender pay gap reporting regulations and are calculated based on a snapshot date of 5th April 2025:
- Mean (average) and median (midpoint) gender pay gap - This measures the difference between the average and midpoint hourly rates of male full-pay relevant employees and their female counterparts.
- Mean (average) and median (midpoint) bonus gender pay gap – This measures the difference between the average and midpoints of bonus pay paid to male relevant employees and their female counterparts
- Bonus proportions – these indicate the percentage of male and female relevant employees who received bonus pay during specified period
- Quartile pay bands – these reveal the distribution of male and female full-pay relevant employees across the lower, lower-middle, upper-middle and upper quartile pay bands
Headline data at a glance at 5th April 2025
Percentage of males & females receiving bonus payments
The percentage proportion of Males and Females in each Quartile Band
Comparable Gender Pay Gap figures 2023-2024
Compared to 5 April 2024, the Median hourly gender pay gap has increased by 5.56 percentage points, and the Mean hourly gender pay gap has increased by 8.16 percentage points.
The gender bonus gap has increased in the Median by 16.08 percentage points and has increased in the Mean by 6.06 percentage points compared to the previous reporting year.
Whilst there were more males than females at Epicor on the snapshot date, it is encouraging to see the percentage of females receiving a bonus payment remains comparable to the percentage of males receiving a bonus.
The latest figures indicate a higher proportion of females in the lower and lower-middle quartiles than in the upper quartile. Epicor will continue to focus on creating pathways and development opportunities to support progression into senior roles.
In line with many technology companies, we acknowledge the persistent historical challenges related to the underrepresentation of females in our sector. Epicor acknowledges increased focus in headhunting and recruiting from a more diverse workforce, attracting, and developing female talent, particularly in senior roles, is critical to contributing to closing the Gender Pay Gap and Gender Bonus Gaps.
The company also recognises that retaining female talent, providing growth opportunities and access to these will be key in closing the gap. Epicor is committed to closing the Gender Pay Gap and improving gender diversity.
Declaration
The data in this report is accurate at the snapshot date of 5 April 2025 and is reported in line with UK government reporting regulations.
Signed:
On behalf of Epicor Software (UK) Ltd
Richard Clark
Senior Director, Controller