Gender pay gap
Our success is thanks to the dedication, commitment, and hard work of more than 45,000 amazing colleagues.
Offering our fantastic team fair and equitable pay is non-negotiable and that’s 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 our colleagues in providing a diverse and inclusive environment.
For example, last year we extended maternity and adoption pay to 26 weeks at 100% pay, provided access to free period products for all customers and colleagues as well as launching a Women at Aldi Hub to help female colleagues connect. We also ran a successful pilot of our Female Leadership Apprenticeship for Warehouse Operations Colleagues and will be rolling this out across Distribution Centres in the UK in 2026.
We’re also actively working to increase female representation in senior leadership roles. This is reflected in changes to our National Board which is now 50% female led.
At Aldi, our colleagues’ pay depends solely on the type of work they do and how long they have worked for us. A new Store Assistant, for example, will earn a market-leading hourly rate of at least £13.50 (£14.88 inside the M25) which rises according to length of service. Like all roles at Aldi, we pay men and women exactly the same for doing the same job.
Gender pay vs. equal pay - what's the difference?
It’s important to distinguish the difference between the gender pay gap 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 6.61% and our median is 4.48%, with two pay rises for store colleagues last year contributing to 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.
Bonus Pay
The mean bonus gap between men and women at Aldi was 16.70% and the median gap was 0.00% in 2025, compared with 25.76% and 11.58% in 2024.
Our commitment to closing the gap
Our pay structure is completely gender-neutral, but we know there is always more we can do, and we are fully committed to continuing to close our gender pay gap.
We rigorously track gender representation at all levels across our business, enabling us to identify where new initiatives will have the most impact. Using this intelligence, we are delivering many exciting programmes to attract, retain and support women at Aldi.
For example, all of our colleagues at Manager level have received dedicated diversity and inclusivity training to empower them to better identify and tackle important issues like unconscious bias.
Maternity pay has increased for colleagues again this year, to 26 weeks at 100% pay after one year of service, we offer paid fertility leave, and leaders have access to dedicated support guides and webinars on the topic.
We’ve provided access to free period products for all customers and colleagues across our stores, offices and warehouses, and have updated and relaunched our maternity guidance for colleagues and Managers. We also offer dedicated menopause support, including guidance for colleagues and free access to menopause specialists.
Our Female Mentoring Programme has been underway since 2021 and is helping us identify ways to improve female representation at senior levels and reduce our gender pay gap. We launched our Women at Aldi Hub in 2025, creating a space where female colleagues across the business can connect.
Following a successful pilot last year, our Female Leadership Apprenticeship for warehouse colleagues will be rolled out permanently from 2026, designed to support, empower and develop female colleagues for leadership roles.
Flexible working options have also been expanded in some areas, recognising that balancing home life and work can sometimes be challenging. Two new contracts for Assistant Store Managers now offer the choice of a 32 or 36-hour working week.
Beyond the gender pay gap, we recognise the importance of diversity and inclusion at all levels and understand the need to reflect all of the communities we serve, as well as providing more support to minority and under-represented groups.
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
