Introduction

At Oak Furnitureland, our focus is on maintaining a transparent and equitable environment
retail where every employee is rewarded fairly for their contribution. We rely on structured,
objective practices to ensure that pay and career progression are consistent across our
Retail, Supply Chain, and Head Office teams.

Following its implementation, our Role Grading Framework is now fully embedded across
the business. This framework ensures that role levels and pay remain aligned with market
benchmarks and provides a clear, objective structure for career development. We remain
confident that men and women receive equal pay for performing equivalent roles and are
committed to using our established data and frameworks to maintain this standard.

Employee Gender Split

Our 2025 data is based on 1,068 relevant employees paid their full ordinary pay in the week
of 5 April 2025. Our workforce composition currently stands at 23% women and 77% men
across our Retail, Supply Chain, and Head Office functions.

The distribution of men and women across our pay quartiles is as follows:

Gender Pay Gap

For this reporting period, the mean hourly pay for women was 4.34% higher than for men,
while the median pay was 2.60% lower. These figures continue to reflect a positive trend of
female representation in senior leadership roles.

Understanding the Impact of Bonus Timing

It is important to note that the 2025 hourly pay figures are not directly comparable to the
previous year due to a specific shift in our bonus payment calendar:

• The 2024 Snapshot captured a week where bonuses were paid, meaning the "hourly
  rate" included both base pay and commission. This naturally elevated commission-
  heavy roles (like Sales Advisers) into higher quartiles.
• The 2025 Snapshot fell one week prior to our monthly bonus payment.
  Consequently, this year’s data reflects base hourly pay only.

This technicality explains the shift in our quartile distribution. Without the inclusion of
commission, our Sales Advisers, a demographic with significant female representation, sit
primarily in the lower pay quartiles for the purpose of this report. Conversely, our Logistics
Drivers (predominantly male), whose earnings are driven by hourly base rates rather than
bonuses, appear more prominently in the higher quartiles. This shift is a result of reporting
methodology and timing, rather than a change in our underlying pay structures or workforce
diversity.

Bonus Reporting

Our bonus data includes 1,091 employees. Participation remains balanced, with 41.80% of
women and 41.44% of men receiving a performance-related payment.

The mean bonus gap was 14.02% (lower for women), while the median bonus gap narrowed
significantly to 10.61%. The majority of these payments are performance-based
commissions within our Retail arms. Because this function accounts for a significant portion
of our total workforce, the overall gap is largely driven by the specific composition of this
department, though our bonus structures remain identical for all genders.

Next Steps

At Oak Furnitureland Group, our priority is to ensure all employees are rewarded fairly and
have clear opportunities for professional development. Now that our Role Grading
Framework is fully embedded, we will continue to use this data-led structure to maintain
objectivity in pay decisions and provide a consistent map for career progression across the
Group.

We will continue to monitor our pay and bonus structures closely, ensuring that our reward
practices remain fair, transparent, and aligned with our growth as a business.

I declare that the data presented in this report is accurate and in line with mandatory
requirements.

Alex Fisher
Chief Executive Officer

Notes:

Gender Pay Gap Explained

All UK businesses with more than 250 employees must publicly report on their gender pay
gap (GPG), which is the measure of the difference between the average earnings of men
and women across an organisation, regardless of their roles or the nature of their work. This

is not the same as equal pay, which is the legal obligation on employers to pay men and
women equally for work of equal value.

The GPG is calculated using ‘mean’ and ‘median’ averages:

Mean averages: The sum of the hourly rate of all female employees divided by the total
number of female employees. The same calculation is performed for male employees, and
the gap is expressed as a percentage.

Median average: The midpoint of hourly earnings when all values are listed numerically.
The GPG also reports on mean and median bonus gaps, the number of male and female
employees who receive bonuses, and the proportion of men and women in each quartile of
the organisation’s pay structure.