Gender pay gap
We are proud that we pay men and women exactly the same for doing the same job
Our success is thanks to the dedication, commitment, and hard work of our 45,000 amazing colleagues.
Offering our fantastic team fair and equitable pay is non-negotiable and is why we’re proud to be the UK’s best paying supermarket.
It’s also why we’re continuously looking for new ways to support colleagues in providing a diverse and inclusive environment.
For example, over the last 12 months, we have refreshed our work-life balance policy, improved our enhanced maternity and paternity leave, implemented neonatal leave and introduced flexible bank holidays. In addition to this, we are currently trialling a female leadership apprenticeship in our warehouse department.
At Aldi, our colleagues' pay depends solely on the type of work they do and how long they have worked for us. For example, a new Store Assistant, regardless of their gender, will earn a market-leading hourly rate of at least £12.75 (£14.05 inside the M25) which rises according to length of service.
We also remain the only supermarket to pay all colleagues for breaks - an investment in their wellbeing and pay, worth an average of around £1,370 a year for store colleagues.
Gender pay vs. equal pay - what's the difference?
It’s important to distinguish the difference between the gender pay and equal pay as the two are often confused.
Gender pay
The gender pay gap is the difference between the average pay of men compared with the average pay of women and is expressed as a percentage difference.
Equal pay
Equal pay is the legal requirement for men and women to be paid the same for performing the same work or work of equal value. By law, men and women must receive equal pay for doing 'equal work'. This is work that equal pay law classes as the same, similar, equivalent or of equal value.
What is Aldi’s gender pay gap?
Aldi’s mean gender pay gap is 7.46% and our median is 5.34%, with the gap narrowing year on year.
Aldi gender pay by quartiles
As part of the gender pay gap reporting process, employers are required to split their workforce into four groups based on pay, and to show the proportion of male and female colleagues in each quartile.
Increasing the number of women in senior roles is a big focus for us. By the end of 2025, the majority of our National Board will be women, which contributes to our commitment to improve female representation at senior levels.
Bonus Pay
The mean bonus gap between men and women at Aldi was 25.76% and the median gap was 11.58% in 2024.
Our commitment to closing the gap
We're pleased that the actions we have taken have driven more positive progress, but we know there is more to do.
We rigorously track gender representation at all levels across our business, enabling us to identify new initiatives that will have the most impact. Using this data, we are delivering many exciting programmes to attract, retain and support women at Aldi.
For example, all of our colleagues at Store Manager level and above have received dedicated diversity and inclusion training to empower them to better identify and tackle important issues like unconscious bias.
We know balancing home life and work can sometimes be challenging, so we've focused on reviewing and relaunching our flexible work offering for Assistant Store Managers and Store Managers.
Beyond the gender pay gap, we recognise the importance of diversity and inclusion and understand the need to reflect all of the communities we serve, as well as providing more support to minority and under-represented groups.
For example, we were awarded at the HR Excellence Awards 2024 for the best diversity and inclusion strategy, and for two years running the Retail Industry Awards 2023 and 2024 recognised us for our diversity, equality and inclusion strategy.
As someone who has always been passionate about creating inclusive and equal opportunities, I firmly believe that a truly diverse workforce is essential to our success at Aldi. Equality in the workplace is not just about doing what's right, it's about unlocking the full potential of our people. Ultimately, a diverse workforce drives better decisions, stronger teams, and a more successful business.
At Aldi, we're committed to continuting this journey, working to embed equality, fairness, and opportunity at the heart of everything we do.
Our colleagues are the best in the sector and they play a huge part in making Aldi what it is today.
Ruth Doyle, Chief Operating Officer, Aldi UK
