Teva Uk Limited

United Kingdom · 250-499 · www.tevauk.com/ourimpact/genderpayreport/#:~:text=Equal%20pay%20legislation%20means%20men,a%20consideration%20in%20this%20process.

Reporting year: 2024

Mean pay gap

20%

20%in favour of men

Median pay gap

13%

13%in favour of men

Bonus gap

46%

46%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

41%

59%

Upper middle

57%

43%

Lower middle

61%

39%

Lower (lowest paid)

63%

37%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

20.5%

20.5%in favour of men

Median pay gap

16.6%

16.6%in favour of men

Bonus gap

50%

50%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

38%

62%

Upper middle

55%

45%

Lower middle

65%

35%

Lower (lowest paid)

60%

40%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

23.5%

23.5%in favour of men

Median pay gap

21.7%

21.7%in favour of men

Bonus gap

43%

43%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

37%

63%

Upper middle

57%

43%

Lower middle

66%

34%

Lower (lowest paid)

62%

38%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

22.1%

22.1%in favour of men

Median pay gap

18.5%

18.5%in favour of men

Bonus gap

46%

46%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

34%

66%

Upper middle

55%

45%

Lower middle

65%

35%

Lower (lowest paid)

55%

45%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap

16.8%

16.8%in favour of men

Median pay gap

11.6%

11.6%in favour of men

Bonus gap

56%

56%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

40%

60%

Upper middle

52%

48%

Lower middle

65%

35%

Lower (lowest paid)

45%

55%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

17%

17%in favour of men

Median pay gap

12.3%

12.3%in favour of men

Bonus gap

36%

36%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

34%

66%

Upper middle

50%

Lower middle

53%

47%

Lower (lowest paid)

43%

57%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

20.7%

20.7%in favour of men

Median pay gap

7%in favour of men

Bonus gap

27%

27%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

25%

75%

Upper middle

18%

82%

Lower middle

31%

69%

Lower (lowest paid)

33%

67%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

22.9%

22.9%in favour of men

Median pay gap

8%in favour of men

Bonus gap

36%

36%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

39%

61%

Upper middle

52%

48%

Lower middle

51%

49%

Lower (lowest paid)

51%

49%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service