Gender Pay Gap Report 2018

Simpson Millar is fully committed to ensuring equality of opportunity for all.

At Simpson Millar we pay women and men who do equivalent jobs the same wage. 

Based on the data reported across the sector last year, and again this year, we accept that the legal sector as a whole and Simpson Millar has work to do.

When considering the data, context is important. Simpson Millar has gone through very significant change during the last 3 years. This means that drawing conclusions from statistics which look back at a very different firm is an exercise which should be approached with caution.

So what have we done? In the last 12 months we have put in place a number of measures including a new process for promotions, a new mentoring scheme and new bonus schemes. We have also announced, as part of our approach to opening up the law and creating a more ‘Open’ working environment, an ambitious approach to flexible working which will come into force in the second half of 2019. We have reviewed and are enhancing our maternity and paternity pay and benefits.

These measures may take some time to work through into the published statistics and we will continue to monitor their effect. No-one should doubt that Simpson Millar is committed, as part of our open proposition, to ensuring that each of our colleagues has the opportunity to progress to their maximum potential.

This pay gap report reflects the gender balance within Simpson Millar as of April 2018.

Difference between hourly rates for men and women





The above figures show hourly pay rates to men were higher than those paid to women

  Difference between bonus amounts for men and women





The above figures show bonus payments to men were higher than those paid to women


Pay Quartiles

The below charts show the distribution of Simpson Millar’s male and female colleagues when divided into four equal sized quartiles based on pay.


We confirm that that Simpson Millar’s gender pay gap calculations are accurate and have been calculated in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Greg Cox

Gender Pay Gap Report 2017