Qiagen N : Sustainability Report (qiagen uk gender pay 2025 website v3)

Published: 2026-04-15 09:40:10 ET QGEN

Published on 04/15/2026 at 09:40 am EDT

‌QIAGEN UK: 2025 Gender Pay Gap Report

April 2026

‌QIAGEN in the UK: summary

QIAGEN N.V. is a Dutch holding company with global operations and at the forefront of the molecular biology revolution

Every day, more than 500,000 customers around the world rely on QIAGEN solutions to extract meaning from genetic material quickly, confidently and accurately.

These customers include young scientists, pharma R&D teams, clinical labs and more than 35 Nobel Prize winners - all choosing QIAGEN to help advance science and improve healthcare.

QIAGEN in the UK employs 349 people at our site in Manchester and in field-based roles across the country

Our teams develop new technologies and sell directly to customers in universities, hospitals and biotechnology companies

We have a unique mix of highly skilled and talented people, and many of our

employees hold higher scientific degrees

As an employer of choice, QIAGEN is committed to fairness, equality and diversity worldwide, and in particular in the United Kingdom

‌What is the gender pay gap?

Gender pay

shows the difference in average pay between

women and men across all levels of seniority in a company

- it does not take into account job level, performance or experience

Pay Equity

means ensuring fair compensation for employees in comparable roles, considering factors such as experience, responsibilities and market conditions

Reporting the gender pay gap: the differences in mean and median pay between men and women on their hourly pay rate

Reporting the gender bonus gap: the differences in mean and median bonus pay between men and women

Reporting the proportion of men and women receiving bonus pay in a year

Reporting the distribution of men and women in each pay band quartiles, using the range of hourly pay rates

QIAGEN is not currently legally required to report on gender pay. However, as a signal of our commitment to this important topic, we have compiled data since 2017.

‌Our commitment to gender pay

On the snapshot date female leadership in the UK was at 49%

Global reward framework

Implementing consistent pay practices is a global company goal, supported by our Global Compensation policy, driven by the EC and embedded across the organization.

In 2026, we will continue to deliver live line manager training on making equitable pay decision and offering on-demand learning on this topic is part of our global communications strategy.

QIAGEN has achieved Fair Pay Certification in the UK, with an adjusted pay gap of -1%

Inclusive policies

In 2025, we strengthened our Fertility Treatment Leave policy, ensuring this is inclusive for all employees who are going through Fertility treatment or impacted by this.

In 2026, we are looking to further enhance our family leave policies.

We promote working practices that support employees through our core hours, QIAFlex framework and Carer leave and Menopause policy.

Outreach & recruitment

We are committed to participating in numerous outreach events targeting university students and school children to showcase the diversity of employees in STEM positions at QIAGEN and inspire the next generation.

Our recruitment practices include multiple processes and guidelines to minimize any gender bias such as reduction of 'masculine-coded' language in our job adverts and discussion of diversity within interview panels.

QIAGEN communities

QIAWomen and QIAGEN Parent & Caregiver's strive to build communities that recognise the diversity of circumstances and varying needs of our employees.

In the UK, we remain committed to creating a menopause inclusive working environment and are actively seeking volunteers to support driving this forward

Our UK New Parent Support group continues to grow. This year, we have further refined our processes to better support new parents returning to work.

‌Pay Equity: Fair Pay Check ® certification

Qualitative assessment: QIAGEN's compensation and benefits policies have

been certified as non-discriminatory.

Quantitative assessment: Our adjusted pay gap remains below 5%.

On average, women earn 1% more than males after accounting for factors such as job level, function and experience

Adjusted pay gap: The pay difference between men and women after accounting for factors like job level, job function and experience.

‌QIAGEN UK snapshot

47%

Male

53%

Female

As of April 5, 2025, QIAGEN UK had 349 employees* in two legal entities:

QIAGEN Manchester Ltd - 240 employees

QIAGEN Ltd - 109 employees

QIAGEN UK is made up of a broad and diverse range of roles across 12 QPN grades

QIAGEN UK overall employs broadly an equal number of men and

women - which is indicative of fair recruitment practices

* Does not include contractors or agency workers

Total number of full pay relevent

employees (E) = 329

‌QIAGEN UK: 2025 pay quartiles in gender pay reporting

E = 93

E = 95

E = 94

E = 95

32.9%

E = 82

46.3%

40.2%

E = 82

44.6%

Female

53.7%

E = 83

59.8%

55.4%

67.1%

Women earn 1%

more than men

Men earn 0.5% more than women

Women earn 1.7%

more than men

Men earn 1% more than women

Our current workforce shows lower female representation in senior-level roles and a higher proportion in lower-level roles

All quartiles indicate a negligible gap

‌QIAGEN UK: gender pay gap in 2025

Gender Distribution by Quartile

180

160

140

Upper quartile

120

Upper middle quartile

100

Lower middle quartile

Lower Quartile

Median

Female

Male

Gender

Year

2024

2025

Mean hourly pay

16.5%

11.7%

Median hourly pay

20.0%

17.4%

Number of Employees

Compared to 2024, our mean hourly pay gap decreased significantly by 4.8 percentage points (pp)

Our median pay gap decreased by 2.6 pp during this same period

The median falls in the lower middle quartile for Females and in the upper middle quartile for Males

‌QIAGEN UK: 2025 bonus perspectives

3.0%

97.0%

88.6%

11.4%