CompaniesInTheUK

CELLTECH R&D LIMITED

Company number 01472269 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 16.2% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 31% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within scientific research and development it is in the bottom quarter of 72 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

0 +10% +20% +30% +40% +50% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 26.5% 2018/19: 26.1% 2019/20: 24.7% 2020/21: 28.7% 2021/22: 19.8% 2022/23: 20.3% 2023/24: 16.8% 2024/25: 17.5% 2025/26: 16.2% Median gap 2017/18: 28.1% 2018/19: 19.8% 2019/20: 17.4% 2020/21: 14.4% 2021/22: 13.7% 2022/23: 12.3% 2023/24: 11.7% 2024/25: 12.3% 2025/26: 12.8% Mean gap 2017/18: 37.7% 2018/19: 44% 2019/20: 49.7% 2020/21: 51.1% 2021/22: 52.7% 2022/23: 40.6% 2023/24: 42.3% 2024/25: 40.1% 2025/26: 40.2% Median bonus gap

The gap has narrowed since the 26.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 16.2% 12.8% 40.2% 51% 67.3%
2024/25 17.5% 12.3% 40.1% 46% 65.2%
2023/24 16.8% 11.7% 42.3% 46% 62%
2022/23 20.3% 12.3% 40.6% 43.4% 62%
2021/22 19.8% 13.7% 52.7% 42.2% 65.2%
2020/21 28.7% 14.4% 51.1% 40.7% 67.1%
2019/20 24.7% 17.4% 49.7% 38.6% 65.1%
2018/19 26.1% 19.8% 44% 39% 64.7%
2017/18 26.5% 28.1% 37.7% 40.3% 66.1%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.