Gender Pay Gap Statement

Our Approach

Our ongoing aim at Simpson Millar is to have a representative workforce that is inclusive and diverse, made up of different backgrounds, experiences and values that enable us to best meet the needs of our clients. We are dedicated to promoting change and an inclusive culture both within our organisation and across the legal sector.

We are focused on making sure that each and every one of our colleagues has the ability to reach their full potential and that women and men who do equivalent jobs are paid the equivalent wage.

Simpson Millar has a strong commitment to gender diversity, and to establishing equality across the business. We are equally committed to investing in our people, promoting our high performing colleagues on merit, and recruiting high performing people.

As part of this Simpson Millar’s Equality, Diversity and Inclusion Group has established a dedicated Gender Pay Working Group which is working towards narrowing/eliminating the pay gap.

In doing so, it will support the Senior Management Team and Simpson Millar’s CEO in delivering equality, diversity and inclusion (EDI) in all its forms and ensuring true, meaningful and impactful change, by making evidence-based recommendations regarding proposed action to be taken.

The Current Position:

In 2021, 68% of colleagues across the business identified as female.

This includes an increase in the number of women in the Upper and Upper Middle Quartiles, which includes senior roles from both the legal practice areas, and our business support services. In both of these Hourly Pay Quartiles, the pay gap has again been narrowed.

In the lower three of the four Hourly Pay Quartiles (including the Upper Middle, Lower Middle, and Lower) men are paid, on average, just 8 pence more than women.

These figures reflect a positive step that support our equality and diversity agenda, but there is still work to be done, particularly in the Upper Hourly Pay Quartile, which includes the most senior members of the business, and where the pay gap remains significant.

In 2021 our firm-wide bonus scheme came into effect, which meant that colleagues in our business support services were eligible to receive a bonus for the first time.

This resulted in a significant increase in the number of people, in a whole range of different roles, who were eligible to receive a bonus for their contribution to the future success of the business,

In 2021 50% of people were rewarded with a bonus, of which 72% were women.

Our Progress:

Promotion and progression remain an important part of our growth strategy. We are confident that if we get promotion and progression right then the pay gap will reduce further, over time, as more women move up through our business.

As previously reported, as part of the firm’s 2021 promotion round, 70% of successful candidates promoted to Partner, Senior Associate and Associate were women, and 100% of successful candidates to join our 2021 solicitor qualification programme identified as female.

All of these promotions and appointments were awarded on merit.


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