The Environment

Modern Slavery Act Transparency Statement

Smiggle UK Limited is a subsidiary of Premier Investments Limited (Premier). Premier is a public company listed on the Australian Securities Exchange. Premier's Modern Slavery Statement has been prepared to comply with the requirements of the Australian Modern Slavery Act together with section 54 of the UK’s Modern Slavery Act 2015. A copy of Premier's Modern Slavery Statement can be downloaded here.

The statement outlines the steps Premier took in the 12 months to 30 July 2022 to ensure it, and each of its subsidiaries, assessed and addressed modern slavery risks across its entire supply chain. In particular, the statement includes information on the company's structure and supply chains, policies on modern slavery (and ethical sourcing more generally), due diligence processes, risk assessments, the effectiveness of the company's actions and staff training.

WASTE ELECTRICAL & ELECTRONIC EQUIPMENT (WEEE) REGULATIONS

• Buying a new electrical or electronic item from us? We'll recycle the one you’re replacing for free. Simply bring the old electrical item in within 28 days, show us the receipt for its replacement and we’ll do the rest.


• You can also find local recycling points for your old electricals here

Why recycle?

• Recycling and reusing unwanted electrical or electronics can help save the planet, boost the economy and improve lives. Not only that, electrical and electronic equipment (EEE) contains materials, parts and substances which can be dangerous to the environment and harmful to human health if not disposed of correctly.


• Electrical and electronic equipment is now the fastest growing waste stream in the UK and across the world.


• Discover the impact of reusing and recycling your electricals here Recycle Your Electricals campaign.
  

What can I recycle?

• Anything with a plug, battery or cable can be recycled or reused! The materials from recycled electricals can be used in everything from children’s playgrounds to lifesaving equipment, while donated tech can help bridge the digital divide.


• You’ll find this symbol on all your electrical items. It is a reminder to recycle your old electricals, rather than binning them.

Reducing waste electricals

• As part of our commitment to reducing the amount of unwanted electrical waste being incinerated or sent to landfill sites, we’ll recycle your old electricals free of charge when you buy new ones. Together we can stop precious resources from being lost forever, save lives and help protect the planet.


• Every year, we collect, reuse and recycle thousands of tonnes of old electrical and electronic equipment.


• We take all your old electricals to a recycling plant for processing and separate into individual materials, so they can be turned into new, more useful things. Watch this film about how your old electricals are recycled.


• Waste Electrical and Electronic Equipment (WEEE) is regulated by the UK Government.Find out more here.


• We’re proud to be working with the national Recycle Your Electricals campaign.

Smiggle UK Gender Pay Gap Reporting – 2024-25

At Smiggle, we are committed to creating a fair, inclusive and supportive workplace where all employees have equal opportunities to succeed. As part of this commitment, we publish our gender pay gap data annually in line with the UK Government’s reporting requirements.

The gender pay gap measures the difference between the average hourly earnings of men and women across the business. It is important to note that this is different from equal pay. Equal pay relates to men and women receiving the same pay for the same or equivalent work. Our approach to pay ensures that employees performing the same role are paid within the same pay framework regardless of gender.

Our Workforce

Our business operates primarily through our retail stores, with many employees working in customer-facing roles. As is common in the retail sector, our workforce is predominantly female, with women making up the significant majority of our employees across both store and non-store roles.

As at the reporting date, 5 April 2025, Smiggle employed 705 full time relevant employees with 77 (10.9%) being male and 628 (89.1%) female. These statistics are similar to previous years and is driven by an overrepresentation of our female employees within our Retail teams, where we tend to attract fewer male candidates due to our brand and customer profile.

Our employee population includes a wide range of roles, from entry-level retail positions i.e. Sales Assistants through to store leadership and head office roles. We are proud of our inclusive culture that sees a high percentage of our female employees within our senior leadership teams and across all sectors of our business.

Gender Pay Gap Results

As a business committed to being fully inclusive, we recognise that some of our employees may identify as non-binary, agender or outside the gender binary. The current UK Gender Pay Gap reporting regulations require employers to report data using categories of men and women. While we are required to present our data in this way, we fully support and respect our employees who do not identify with these categories and remain committed to fostering an inclusive workplace for everyone.

The Gender Pay Analysis results:

• The mean gender pay gap is 6.35%
• The median gender pay gap is 0.47%
• The mean bonus gap is -78% in favour of women
• The median bonus gap is -23% in favour of women
• The proportion of men who received a bonus was 11.3%, compared with 10.5% of women

Men and women are paid equally for the same roles within our business, as reflected by the median pay gap. The mean pay gap and bonus gap are more reflective of structural factors within the workforce, including:

• the distribution of employees across junior management and leadership roles
• eligibility for performance-related bonus schemes

Bonus payments in our business are primarily linked to management roles and performance-related incentives. Variations in the proportion of men versus women receiving bonuses and the value of these bonuses is influenced by the distribution of genders across these roles rather than differences in pay for the same position.

Pay Quartiles

Band	Males	Females	Description
1. Upper	13.07%	86.93%	Includes all employees whose standard hourly rates places them in the upper quartile
2. Upper Middle	12.50%	87.50%	Includes all employees whose standard hourly rates places them in the upper middle quartile
3. Lower Middle	6.82%	93.18%	Includes all employees whose standard hourly rates places them in the lower middle quartile
4. Lower	11.30%	88.70%	Includes all employees whose standard hourly rates places them in the lower quartile

The figures set out above have been calculated using the standard methodologies used in the Gender pay gap reporting: guidance for employers updated on 27 December 2025.

Our Commitment

We remain committed to maintaining a workplace where everyone has the opportunity to develop and progress.

We continue to focus on:

• Supporting career progression through development opportunities and leadership pathways
• Ensuring fair and transparent pay frameworks across all roles and levels
• Monitoring recruitment and promotion practices to ensure equal opportunity
• Encouraging diverse representation at all levels of the business

By continuing to review our data and our processes, we aim to ensure that our business remains a place where talent is recognised and rewarded fairly.

Looking Ahead

While we are encouraged that our median pay gap demonstrates strong pay equality across equivalent roles, we recognise there is more to do to address structural differences that influence the overall pay gap.

We will continue to monitor our gender pay data and take appropriate action to support balanced representation across all levels of the business.

I, Georgia Chewing, Managing Director- Smiggle, confirm that the information in this statement is accurate.