Gender Pay Gap Report 2025

Definition

It is important to note that the Gender pay Gap is not the same as Equal Pay. Gender Pay Gap shows the difference in average earnings between men and women across the Company, while Equal Pay ensure colleagues are performing the same or equivalent roles receive the same pay, regardless of gender. We are confident that Quorn pays equally for equal work.

It’s also worth remembering that the Gender Pay Gap looks back retrospectively at a snapshot in time, this year’s results are reporting from April 2025.

The Results

In April 2025, Quorn Foods has made significant progress in improving pay equity, with the mean gender pay gap reducing to 0.32%, indicating near parity in average pay between men and women. This reflects the continued focus throughout 2025 on strengthening pay governance, benchmarking and ensuring alignment of salaries to current market rates.

During 2025, we commenced a comprehensive levelling and benchmarking programme across the Company. This work has enabled us to identify and address gaps where job roles and pay were not aligned to internal frameworks or external market positioning, improving consistency, fairness and transparency in pay outcomes. Alongside this, the introduction High Performing Team frameworks, will not only support vertical progression, but also horizontal development, enabling colleagues to broaden their experience and access a wider range of opportunities across the business.

While average pay outcomes are now closely aligned, the median gender pay gap of 4.14% indicates that structural differences remain in the distribution of roles across the Company. These differences are influenced by workforce composition, including a higher proportion of men in manufacturing roles and certain senior positions. This reinforces that our gender pay gap is not driven by unequal pay for equal work, but by representation and progression dynamics.

We have taken further steps during 2025 to support inclusive progression. The introduction of a revised Short-Term Incentive Plan (STIP), linked more directly to performance and objective achievement, ensures a more consistent and inclusive approach to reward. In addition, an internal mentorship programme has been established to support career development and progression, providing greater access to guidance, development and opportunities across the organisation.

The bonus results for 2025 show a wider gap, with women receiving lower bonus payments on average. This is primarily driven by structural and legacy factors rather than differences in reward decision-making.

A significant proportion of bonus payments relate to long service awards and a legacy holiday bonus arrangement, where employees can elect to receive either additional annual leave or a cash payment. This arrangement is not available to all colleagues and is predominantly utilised within manufacturing roles, where the workforce is more heavily male. As a result, the reported bonus gap reflects workforce composition and legacy terms rather than current performance-based reward practices.

Looking ahead, as part of our broader Reward Framework development, we will be reviewing benefits in 2026 which will help create a longer-term roadmap to ensure they are aligned, equitable and support a consistent colleague experience across the Company.

Quorn Foods remains committed to fostering a fair and inclusive workplace, where all colleagues have equal access to opportunities, development and reward. Our continued focus on structured career pathways, fair pay practices and inclusive reward design will support sustainable progress in closing our gender pay gap over time.

Gender Pay Gap Results

Pay Quartiles by Gender

Percentage of Men and Women in Each Pay Quartile

The distribution of men and women across pay quartiles remains broadly unchanged from 2024, with men representing around 60–65% across all quartiles. This indicates that while pay alignment has improved, the overall gender pay gap continues to be influenced by workforce composition and representation across roles.

Mean Hourly Rate

The mean gender pay gap has reduced significantly from 2024 to 0.32%, indicating near parity in average pay. This means that for every £1 a man earns at Quorn Foods, a woman earns approximately 99.7p.

Median Hourly Rate

The median gender pay gap has increased to 4.26%, meaning that a typical woman at Quorn Foods earns around £0.96 for every £1 earned by a typical man. This highlights that while average pay is closely aligned, differences remain in how men and women are represented across roles and levels within the Company.

Bonus Results

Percentage of Men and Women Receiving Bonus

Mean Bonus Pay

The mean bonus gap is 35.93%, meaning that on average, women at Quorn Foods receive around £0.64 for every £1 received by men. This difference is largely influenced by workforce composition and legacy reward arrangements, particularly within manufacturing roles where a higher proportion of employees are male.

Median Bonus Pay

This means that, using the median (middle), women at Quorn Foods bonus is 43.08% less than men. This means for every £1 a man receives in bonus at Quorn Foods, a woman receives 57p.

Quorn Foods, owner of the QUORN® brand and the trading name of Marlow Foods Limited. We are registered in England and Wales under company number 01752242 and our registered office and main trading address is at Station Road, Stokesley, TS9 7AB, UK