Hevac Group
Gender Pay Gap Report 2025
Introduction
Hevac Group is publishing its Gender Pay Gap report for the first time in 2025 in line with the Gender Pay Gap
Information Act 2021. This legislation introduced mandatory reporting in phases based on company size to promote
transparency around pay differences between men and women.
2022: Companies with 250 or more employees
2024: Companies with 150 or more employees
2025: Companies with 50 or more employees
As Hevac Group now falls within this threshold, we are reporting on the differences in average hourly pay between male and female employees across our business. This reporting is an important step toward understanding pay trends and supporting equality in the workplace.
Hevac Group’s snapshot date is 30th June 2025, which relates to the period 1st July 2024 to 30th June 2025 inclusive.
On this date, Hevac Group has 111 x full-time employees and 7 x part-time employees.
The headcount on the snapshot date of 30th June 2025 is 118 employees.
Hevac Group is made up of two businesses – Hevac and The Tube Company of Ireland.
Hevac
Hevac Limited is one of Ireland’s leading providers of sustainable HVAC system solutions to the commercial, industrial and high-density residential building services market.
We stock and supply a vast range of high-quality HVAC equipment and associated components for heating and cooling applications adding value via our teams of technical engineers and system specialists.
Our operations span a unique footprint in the building services market with three locations in Dublin and two in Cork.
Our extensive stock holding facilities enable us to efficiently serve customer projects throughout the country and provide a consistent high level of customer service.
Tube Company of Ireland
Tube Company of Ireland is one of Ireland’s leading suppliers of pipe, fitting and valve products in carbon and stainless steel materials grades. Our products are used extensively by Mechanical, Process, Fire Protection and Fabricator
customers on projects throughout Ireland.
With an experienced and knowledgeable team we strive to provide exceptional service and innovative products to ensure the supply of high quality piping solutions that meet the most exacting standards of the market.
What is the Gender Pay Gap?
The gender pay gap refers to the average difference in gross hourly earnings between all male and female employees.
It does not compare individuals doing the same job, with the same experience or working the same hours.
Therefore, gender pay gap reporting should not be confused with equal pay, which is a legal requirement and looks at
whether a group of people carrying out similar duties are paid fairly compared to one another.
Hevac Group is an equal pay employer.
The gender pay gap has seven reporting requirements:
• The mean and median hourly pay gap between all male and female employees.
• The mean and median hourly pay gap between part time male and female employees
• The mean and median hourly pay gap between male and female employees on temporary contracts
• The mean and median bonus pay gap between all male and female employees
• The percentage of male and female employees who received bonus pay
• The percentage of male and female employees who received benefit in kind
• The percentage of male and female employees in each of four pay band quartiles
Our Gender Pay Gap Metrics
OUR 2025 DATA AT A GLANCE
Hourly Pay
Mean Pay Gap between all male and female employees ........................................... 24%
Median Pay Gap between all male and female employees ....................................... 2 %
Mean Pay Gap between part-time male and female employees ............................. -60%
Median Pay Gap between part-time male and female employees .......................... -53%
Mean & Median Pay Gap between temporary male and female employees ....... N/A
Mean Pay Gap between all male and female employees 24%
Bonus Pay
Mean bonus pay gap ....................................... 51%
Median bonus pay gap ................................... 39%
Males who received a bonus ......................... 85%
Females who received a bonus ..................... 84%
BIK Gender Gap
Males receiving BIK .................. 24%
Females receiving BIK .............. 5%
Pay Quartile Analysis
As required by gender pay gap legislation, we have divided our workforce into four equally sized pay quartiles, based on
hourly remuneration from lowest to highest. This analysis helps to illustrate the distribution of male and female employees
across different pay levels within the organisation.
The quartiles are defined as follows:
• Lower Quartile (Quartile 1) – Represents the lowest-paid 25% of employees
• Middle Quartile (Quartile 2) – Represents the next 25%
• Upper Middle Quartile (Quartile 3) – Represents the next 25%
• Upper Quartile (Quartile 4) – Represents the highest-paid 25% of employees
Quartile Male Female
Lower 86% 14%
Middle 79% 21%
Upper Middle 77% 23%
Upper 93% 7%
Gender Pay Gap Narrative – Hevac
At Hevac Group, we are committed to fostering an inclusive and equitable workplace. Our gender pay gap report for the
snapshot date reflects both progress and areas for continued focus.
The mean gender pay gap across all employees is 24%. This is reflective of the industry we work in, which is male
dominated and is predominately driven by having male employees occupying more senior roles within the business. However, the median pay gap is just 2%, suggesting that typical earnings between men and women are broadly similar. The gap is primarily driven by a small number of higher-paid positions.
Among part-time employees, the pay gap is reversed, with women earning significantly more than men (mean gap of -60% and median gap of -53%). This reflects that more women are employed on a part-time basis than men in our
business.
We are unable to report on temporary employees this year, as there were no female temporary staff at the snapshot date.
Bonus Pay
There is equitable access to a bonus scheme across both males and females in the business. The same eligibility criteria apply to every member of staff regardless of gender.
The bonus gap is influenced by the distribution of men and women across the organisation, particularly in senior roles.
Benefits In Kind (BIK)
BIK applied to 24% of male employees compared to 5% of female employees, reflecting differences in role types and seniority. A higher proportion of males occupy roles that attract a non-cash benefit such as a company vehicle.
This disparity is linked to seniority and role type, as BIK is often associated with management or field-based positions.
Conclusion
We recognise that the high proportion of males in our workforce directly influences our mean and median gender pay gap figures. We believe that we manage reward for all employees fairly and in a gender-neutral way and we will continue to ensure that:
• A structured pay management approach across our business ensures consistency in terms of reward and is based solely on job role and merit.
• Pay and reward structures are benchmarked against comparable data.
• We continue to recruit and promote in a gender-neutral way.
• We are committed to building on our family-friendly policies which already includes paid maternity leave,
paternity leave and adoption leave.
• All policies and procedures are in line with best practice, free from gender bias and compliant with employment
legislation.
• We objectively review any flexible working requests.
• Our minimum pay rate remains above the National Minimum Wage.
Analysing and sharing this information on an annual basis will provide us with an opportunity to focus on monitoring trends in our results and learn from what other organisations are doing.