Revolut Bank UAB (Irish Branch) Gender Pay Gap Report - 2025

Introduction

At Revolut we're dedicated to building a company where Diversity, Equity and Inclusion (DE&I) are a fundamental part of our blueprint, not just for Ireland, but our global operations. As part of our mission to become the number one bank in 100 countries, we recognise that our workforce must be representative of that diverse community.

This Report marks the first year Revolut Bank UAB (Irish Branch) has published its Gender Pay Gap data, which shows a mean hourly pay gap of 12.22% and a median hourly pay gap of -20.79%. This report will remain a critical commitment annually in providing a transparent measure of the average earnings between men and women in Ireland.

We view this report as a crucial step towards continuing to create an equitable and inclusive workplace where talent is fostered and every employee can achieve their fullest potential.

What is the Gender Pay Gap?

The Gender Pay Gap is different from Equal Pay, as it provides a larger picture of the difference in earnings between male and female employees measured in Ireland through:

• The mean hourly wage gap — the difference between average hourly pay of all male and female employees.
• The median hourly wage gap — the difference between the middle value of hourly pay for all male and female employees (a more representative picture reducing the impact of outlier data).

Outside of the Gender Pay Gap, Revolut operates a fair and meritocratic framework on equal pay banding within Ireland through the use of competitive and comprehensive salary ranges — where any variance is driven through objective performance measurement and awards.

Understanding Revolut’s Gender Pay Gap

Gender distribution

Revolut Bank UAB (Irish Branch) meets the criteria of having 50 or more employees with male employees making up 74.5% and female employees 25.5% of the 154 employee headcount at a snapshot date of 30 June 2025.

Pay quartiles

Revolut Bank UAB (Irish Branch)’s pay quartile analysis reflects that the pay gap is largely driven by more men being representative than women across the workforce distribution in each pay quartile. Across both the mean and median hourly pay / bonus remuneration, the pattern remains the same where female employees have favourable outcomes within the lower-middle and upper middle quartile vs male employees, who are more favourable within the lower and upper quartiles.

However, it equally showcases success as we continue moving towards our strategic goal of increasing the representation of women in senior and lead roles where representation is currently at 32.43% and 15.79% within the upper-middle and upper quartile of pay.

Hourly and bonus remuneration gap

A summary of Revolut Bank UAB (Irish Branch)’s data on median and mean gender pay results can be found above, where the median analysis is taken as the more accurate representation of our gender pay gap, given the high impact of outlier data related to overall male representation across each pay quartile.

Additionally, exercising equity bonuses is a personal choice made by each individual employee and is dependent on preference, as well as sale opportunity in any given year. Where rewarded as a percentage of pay, awards tend to favour higher-paid employees, with men overrepresented overall - 79.25% across Senior, Lead and Director positions.

Median

Despite the larger male representation, our Median Hourly Pay Gap shows a favourable result of -20.69% for female employees predominantly driven through representation across the lower-middle (-15.05%) and upper-middle (-65.59%) quartiles, with only a 3.63% difference within the upper quartile.

The Median Bonus Remuneration Gap of 9.69% is primarily driven by a higher representation of male employees within the upper quartile despite the overall bonus attainment amongst female employees being higher at 71.79%.

Mean

Both the 12.22% and 27.80% mean difference in hourly pay and bonus remuneration is due to a larger representation of male employees across each pay quartile. The difference in bonus remuneration is particularly skewed where 68% of all roles are distributed within our Sales department, with large potential for bonus remuneration — 22.11% of which are part of the upper quartile.

Additionally male employees are overrepresented within the mean calculation when looking at seniority across the business: Director - 100%, Lead - 91.67%, Senior - 74.29%, Mid - 71.79% and Junior - 71.21%.

Gender Pay Gap actions

Whilst Revolut Bank UAB (Irish Branch) remains a relatively small workforce compared to our global footprint, we’re dedicated to upholding our internal values and culture, continuing to apply a Dream Team mentality in our approach to any industry level gender imbalance — with global initiatives already looking at our hiring, progress and promotion processes to ensure any reduction of any potential bias.

Culture, Policy and Well-being

At Revolut we continue to review and evaluate our employee offering to create an equitable and inclusive environment through maintaining and improving our remote first working environment and suite of global family-friendly policies:

• Revolut maintains its remote first working environment with no mandatory return to office requirement.
• 26 weeks fully paid maternity leave for all employees, above the statutory requirement.
• 4 weeks fully paid paternity leave for all employees, above the 2 week statutory requirement.
• 16 weeks fully paid adoption leave for all employees, above the 24 week statutory requirement.

Additionally, Revolut maintains its commitment and focus to providing support on well-being across all employees with the launch of its improved Global Employee Assistance Programme operating assistance 24hrs a day, 365 days a year — including 10 free therapy sessions per issue.

Recruitment and development

We remain committed to continuing to encourage women to pursue STEM careers through our existing Women in Finance pillars, with female candidates representing 46% of applicants across all roles in Ireland.

Alongside continued investment in internships and Rev-celerator graduate schemes — reinforced through dedication to targeted action, supported by groups like RevWomen, which drive mentorship and networking to ensure a culture where every woman has the opportunity to thrive.