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2020-2021

Leeds Community Healthcare NHS Trust Annual Report and Accounts

Auditors report and opinion 2021 (Please contact dianeallison@nhs.net if you need this in an alternate format.)

2019 - 2020

Leeds Community Healthcare NHS Trust Annual Report and Accounts

Annual Audit Letter

2018 - 2019

Leeds Community Healthcare NHS Trust Annual Reports and Accounts

Annual Audit Letter

Gender Pay Gap Report 2018

2017 - 2018

Leeds Community Healthcare NHS Trust Annual Report and Accounts

Infection Prevention and Control Annual Report

Trade Union Facility Time Report

This data is based on all employed staff within Leeds Community Healthcare NHS Trust (LCH), including those on Agenda for Change, Medical and Dental, Very Senior Manager pay scales and those employees who have transferred to the Trust as part of a Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and retained their original pre-TUPE pay scales. 

Trust Gender Profiles

The LCH workforce consists of circa 87.81% of females and circa 12.19% of males.

Mean Gender Pay Gap

Females, on a mean average earn 25.4% less than males

Median Gender Pay Gap

Females, on a median average earn 0% less than males

Bonus Payments

Clinical excellence awards for medical and dental consultant staff have been reported as bonus pay for the purpose of gender pay gap reporting

  • 1% of male employees receive a bonus payment
  • 0% of female employees receive a bonus payment

Mean Bonus Gender Pay Gap

Females, on a mean average, earn 15.4% more than males in bonus payments

Median Bonus Gender Pay Gap

Females, on a median average, earn 60% more than males in bonus payments

Percentage of males and females in each pay quartile

Quartile

Female Headcount

Male Headcount

Female %

Male %

1

(lowest paid)

625 98 86.45 13.55
2 621 73 89.48 10.52
3 618 65 90.48 9.52

4

(highest)

678 117 85.28 14.72

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