gender pay gap

Gender Pay Gap

Lidl UK’s commitment

“As a growing business, we are under no illusion that the hard work and dedication of our 22,000 colleagues across Great Britain has got us to where we are today, enabling us to positively impact the lives of all of our customers.

We are incredibly grateful to be in a position where we can reward and invest in our workforce, whether that’s through pay increases or enhanced benefits, which all form a central part of our business strategy. And we’re proud to have a salary structure in place that ensures our colleagues receive equal pay rates.

Over the last year, we have reduced our median pay gap from 3.0% to 0.5%, and are delighted with this progress. It’s clear that we need to do more to close the gap in our upper quartile, and we are committed to building on our strong foundations, so that we can achieve this. 

I confirm that the information and data provided is accurate and in line with mandatory requirements for businesses in England, Scotland and Wales.”

Nan Gibson,
Board Director of Human Resources, ‎Lidl GB


Lidl as an employer

Lidl GB Ltd employs over 22,000 people across England, Scotland and Wales. We take great pride in being a fair and responsible employer and are committed to ensuring every member of our workforce has the same opportunities to progress.

Our pay structure, just like our business model, is simple: pay is based on the role an individual holds within the business, and their length of service.

We have a track record of paying employees fairly and are currently one of the highest paying supermarkets in Britain. 

In 2015, Lidl GB became the first British supermarket to pay the voluntary Living Wage and we have matched this every year since. In November 2018 we announced our latest increase in wages, benefitting more than 17,000 employees. As of 1st March 2019, entry-level wages have risen from £8.75 to £9.00 per hour outside of London and £10.20 to £10.55 within the M25.

We’re an award-winning graduate employer too, with The Times naming us in the top 15 of its Top 100 Graduate Employers list for 2018-2019. Our Graduate starting salary is £37,000 and our employees are supported through bespoke training programmes as they progress in their career at Lidl. 

We strongly believe it’s important to say thank you to our employees for all their hard work. As such, we continue to invest in employee benefits, give all our employees an in-store discount, a generous holiday allowance to promote work life balance and access to an array of benefits via our ‘Lidl Rewards’ platform. These are just some of the benefits our employees receive as standard when they work at Lidl.

We also believe that it’s important to invest in our colleagues’ wellbeing. As a business priority, we have been developing and enhancing tools, information and benefits available to our workforce, to ensure that they are supported in and outside of the workplace. In the last 12 months we launched our Feel Good Five wellbeing initiative which includes the launch of new mental health awareness training for all line managers, to help give them confidence to approach and discuss mental health in the workplace and provide the tools necessary to be able to give support. We also have an Employee Assistance Programme in place, offering a 24-hour service that can be accessed by all employees across the business. 

Gender pay gap

Lidl Gender Pay Gap

As per the Equality Act (Gender Pay Gap Information) Regulations 2017, Lidl GB has analysed pay for all employees in England, Scotland and Wales, and disclosed differences between men and women. 

It is important to be clear about what is being reported. Measuring the ‘gender pay gap’ is different to measuring whether a company pays ‘equal pay’.

As at 05.04.18, we identified a median pay gap of 0.5% (down from 3.0%) and a mean pay gap of 11% (flat on last year’s 10.9%). This compares to the UK national average of 17.9% mean and 17.1% median.

Our mean pay gap is attributable to a greater proportion of men than women in the business, particularly in the upper-quartile. 

Bonus pay 

Any bonuses paid relate to anniversary payments which are awarded at key loyalty milestones (e.g. when an employee has worked for the company for 10 years).

A slightly higher percentage of female employees (3.2%) than male (3.0%) received an anniversary payment during the reporting period.

Reducing the gap 

We are proud to have reduced our median gender pay gap in the past year and are committed to building on this momentum going forward.

In the last year, we have made significant steps to bring greater flexibility into the work place and create opportunities for women at Lidl to develop and progress within the business.

Our ‘Diversity and Inclusion’ working group continued to explore initiatives to attract, retain and support the progression of female talent at Lidl. We have also partnered with the Retail Week Be Inspired initiative, designed to encourage women to fulfil their career aspirations and connect them with those who can help propel and inspire them.

Additionally, in the past year, we have introduced a new, enhanced maternity package of up to 14 weeks full pay, helping to strengthen retention among female employees. We have also introduced a new, mobile working policy to help colleagues achieve a good work-life balance. 

While we continue to find new ways to promote better gender parity across all levels, our focus in the next year will be on addressing the representation gap in the upper quartile.

Finally, we’re committed to maintaining a transparent approach to this process and will continue to share our progress, as we work to close the gap, with both employees and the public. 


  Term  Definition
  Gender pay gap report  Gender pay reporting measures the average earnings of men and and women within an     organisation, across all levels. The difference between men and women is then calculated.
  Mean figure  The difference between the average of men's and women's pay.
  Median figure  The difference between the mid points in the ranges of men's and women's pay.