Today we published our gender pay results for the ninth year, in line with the government’s Gender Pay regulations introduced in April 2017[a].
As required by government regulation for gender pay reporting, more detailed figures from our two main employing entities in the UK have been published. These are Unilever UK Limited, representing our UK specific operations, including factories, and Unilever UK Central Resources Limited, representing our global functions based in the UK and primarily reflecting our central office and research labs.
We’ve also chosen to share overall ‘Unilever in the UK’ data looking at the combination of these reporting entities and our integrated companies in the UK, as this provides a more transparent and representative picture of our UK business and employment landscape.
You can find our full data and an update on our gender strategy, and the actions and policies driving this, in our latest report. Please click here to view:
Unilever UK's 2025 Gender Pay Report (PDF 1.13 MB)
At Unilever, our commitment to inclusion means creating a workplace where every employee, regardless of gender or background, feels valued and able to reach their full potential. In 2025 we continued to make meaningful progress in closing the gender pay gap. We remain focused on providing a workplace where women feel supported, empowered, and able to build their careers, reinforcing our enduring commitment to helping talent thrive.
Marc Woodward, Head of Unilever UK
Unilever is committed to being a business where women can progress and build their careers with confidence. We are proud that our policies support our people no matter what life stage they are at. This year, for example, we were delighted to be included in the 2025 Top 30 Employers for Working Families, reflecting our flexible working culture and our commitment to parents and carers across the business. Along with the other initiatives outlined in this report, this demonstrates our determination to create an inclusive workplace for all.
Katherine Simpson, Executive sponsor of Unilever UK & Ireland Gender Network and Commercial and Strategy Director, Unilever UK
We know that there are a range of issues that can contribute to persistent gender pay gaps. Challenging and changing stereotypes and creating an environment where everyone can thrive continues to be one of our key priorities. Long-standing programmes focused on inclusive leadership have enabled us to sustain gender balance at management level in the UK since 2017.
Under UK government regulation introduced in April 2017, companies with over 250 employees are required to make and publish six calculations, including gender pay gap as a mean and median, the mean and median bonus gap, and the proportion of males and females divided into four groups from lowest to highest pay. Businesses are obliged to report this data separately for each legal entity that has at least 250 employees. In addition to publishing overall data for our UK business, Unilever has therefore also published separate data for its two major UK employing entities - Unilever UK Ltd and Unilever UK Central Resources Ltd.