Duncan Lewis Solicitors Announces Gender Pay Gap Reporting for 2025 (25 March 2026)

Duncan Lewis has published its annual Gender Pay Gap report for 2025, based on a snapshot of data as at 5 April 2025.

The Gender Pay Gap is a measure across all roles within the organisation and does not compare pay between men and women performing the same job. Rather, it reflects overall workforce composition across different levels of seniority.

As at 5 April 2025, 76% of Duncan Lewis’ workforce is female, demonstrating a strong gender-balanced organisation with women well represented across all levels, including senior leadership roles.

The Company’s Gender Pay Gap reporting analysis shows that among all full-pay relevant employees, Duncan Lewis’ median gender pay gap is 2%, and the mean gender pay gap is 1%. These figures remain significantly lower than national averages and reflect a high level of pay parity across the organisation.

Further analysis of full-time employees (non-statutory measure) shows a median gender pay gap of 0% and a mean gap of 6%, indicating that any variance is driven primarily by workforce composition at senior levels rather than unequal pay for comparable roles.

At senior level, 75% of Duncan Lewis’ directors are female, demonstrating strong female representation within leadership. Female directors are represented across all pay quartiles, reinforcing the firm’s commitment to progression and equality at senior levels.

Jason Bruce, Practice Director at Duncan Lewis, commented:

“Our Gender Pay Gap Reporting is accurate as at 5 April 2025 and continues to demonstrate a high level of pay parity across the firm. With a mean gap of 1% and a median gap of 2%, our figures remain significantly below national averages.

The data shows that any remaining gap is driven primarily by workforce composition at senior levels rather than unequal pay for comparable roles. We are particularly pleased to see strong female representation across all levels of the business, including 75% of our director group.

While Gender Pay Gap reporting has its limitations as a measure, it remains a useful indicator, and we will continue to monitor, review and strengthen our approach to pay, progression and equality across the firm.”

Duncan Lewis is accredited by Investors in People at Gold Standard and continues to support a range of flexible working arrangements, including hybrid working. Over the last 12 months, approximately 20% of employees utilised at least one form of flexible working, including part-time, adjusted hours and compressed hours.

Click here to view the full Gender Pay Gap Report for 5 April 2025.