Gender Pay Gap Report

We employ over 250 people in the UK, so Côte reports annually for Côte Restaurant Group Limited, including our restaurants and Support Office teams. Greenfield Food Supply Limited, our Central Kitchen, is not required to submit gender pay gap data because it employs fewer than 250 people, but we still review its figures internally so that we understand our position across the whole organisation.

The gender pay gap data in this report reflects our Côte population working on the snapshot date of 11 December 2025. This includes all relevant hourly paid and salaried employees, with gratuities excluded in line with statutory reporting rules.

We report on:

· Proportion of male and female employees in each pay quartile (the male/female ratio for each quartile is provided)

· Average or mean hourly gender pay gap

· Median hourly pay gap by gender

· Average bonus gender pay gap

· Median bonus gender pay gap

· Proportion of male and female employees receiving a bonus payment

Gender pay gap

Based on our 2025 data, the median gender pay gap is 0.1%, showing almost no difference in hourly pay between men and women. The mean gender pay gap is -2.4%, meaning women earned slightly more on average, which we can attribute to female employees sitting in more senior positions, particularly within our Support Office teams.

Quartile analysis

When we look at the pay quartiles, the structure of our workforce leans more male, with around 60–65% of each quartile made up of men. This pattern is consistent across all pay bands and influences the overall gender pay results.

Bonus gender gap

The mean bonus gap is 6.2%, showing that men received higher bonus amounts on average, while the median bonus gap is -1.6%, indicating that women received slightly higher bonuses at the midpoint. Bonus participation also differs, with 14.3% of male colleagues receiving a bonus compared with 11.0% of female colleagues. This reflects the greater number of men in roles that are bonus eligible.

Looking ahead

This data helps us identify where we are doing well and where we have opportunities to improve. Our hourly pay practices remain fair and consistent for all employees, and the minimal median gap supports our gender-neutral approach to pay. We recognise that the distribution of men and women across bonus eligible and higher paid roles shapes our overall outcomes, and we will continue to focus on improving gender balance across all levels of the business, strengthening development pathways, and ensuring transparency around bonus. We recognise that the distribution of men and women across bonus eligible and higher paid roles shapes our overall outcomes, and we will continue to focus on improving gender balance across all levels of the business, strengthening development pathways, and ensuring transparency around bonus eligibility.

Promoting hospitality as a diverse, inclusive and rewarding career remains central to our values. Creating an environment where our people can thrive, feel valued and bring the best version of themselves to work is essential to our success and to delivering the experience our guests expect.

I can confirm the data reported is accurate.

Salim Janmohamed

Director