Gender pay gap including all employees: 1.5% (2024: 1.0%1 MV Petrom investment in May 2024 (Renovatio Asset Management SRL) is excluded – 10 employees.
2 Restatement of GPG from 1.4 (including board members) to 1.0 (excluding board members)). Annual total remuneration ratio (CEO-to-median employee pay ratio): 73:1 (2024: 76:1).
|
Head count at December 31, 2025/GPG 2025 |
|||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
Top management |
Advanced level |
Core level |
Primary level |
Entry level |
Not classified |
Total |
|||||||||||
Country |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
||||
Austria |
39 |
11.5 |
453 |
9.3 |
1,389 |
5.5 |
1,559 |
10.8 |
1,752 |
7.6 |
69 |
–1.5 |
5,261 |
8.1 |
||||
Belgium |
0 |
n.a. |
72 |
12.5 |
237 |
4.3 |
325 |
9.3 |
586 |
0.3 |
30 |
–7.2 |
1,250 |
–3.9 |
||||
Germany |
2 |
n.a. |
31 |
6.2 |
152 |
1.2 |
222 |
20.7 |
261 |
–42.7 |
240 |
29.1 |
908 |
13.0 |
||||
Finland |
0 |
n.a. |
27 |
–10.4 |
163 |
2.8 |
225 |
–1.8 |
500 |
3.3 |
25 |
–3.5 |
940 |
–7.7 |
||||
Romania |
6 |
n.a. |
146 |
16.3 |
953 |
19.6 |
2,100 |
10.2 |
6,894 |
–1.2 |
135 |
20.6 |
10,234 |
–15.6 |
||||
Sweden |
0 |
n.a. |
31 |
13.7 |
138 |
4.5 |
269 |
1.9 |
585 |
5.2 |
0 |
n.a. |
1,023 |
2.0 |
||||
Total all countries OMV GROUP |
|
|
|
|
|
|
|
|
|
|
|
|
22,136 |
1.5 |
||||
|
||||||||||||||||||
|
Head count at December 31, 2024/GPG 2024 |
|||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
Top management |
Advanced level |
Primary level |
Core level |
Entry level |
Not classified |
Total |
|||||||||||||||
Country |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
HC |
Male-female pay gap |
||||||||
Austria |
40 |
13.5 |
472 |
12.5 |
1,625 |
8.9 |
1,401 |
7.0 |
1,774 |
5.0 |
62 |
24.5 |
5,374 |
9.8 |
||||||||
Belgium |
n.a. |
n.a. |
79 |
19.1 |
333 |
8.0 |
241 |
3.1 |
583 |
0.6 |
29 |
5.1 |
1,265 |
–2.5 |
||||||||
Germany |
2 |
n.a. |
30 |
19.1 |
222 |
23.4 |
152 |
3.5 |
264 |
–52.4 |
235 |
5.4 |
905 |
17.0 |
||||||||
Finland |
n.a. |
n.a. |
31 |
–11.6 |
224 |
–1.0 |
155 |
0.8 |
507 |
2.8 |
26 |
–7.0 |
943 |
–8.4 |
||||||||
Romania2 |
5 |
n.a. |
109 |
13.4 |
2,244 |
8.6 |
857 |
5.9 |
7,905 |
0.6 |
124 |
20.1 |
11,244 |
–16.8 |
||||||||
Sweden |
n.a. |
n.a. |
30 |
12.5 |
255 |
2.4 |
128 |
3.9 |
573 |
5.5 |
n.a. |
n.a. |
986 |
1.9 |
||||||||
Total all countries3 |
|
|
|
|
|
|
|
|
|
|
|
|
23,296 |
1.0 |
||||||||
|
||||||||||||||||||||||
Base salaries are market-oriented, fair, and tailored to the position and expertise of the employee. OMV encourages equal pay at all career stages, for instance by setting standardized entry-level salaries that are reviewed each year in line with the local market situation.
Aside from the assurance provider, the measurement of the metrics is not validated by an external body.
Gender pay gap refers to the percentage difference in average pay between female and male employees, calculated relative to the average pay of male employees. This is based on total annual remuneration per employee (year-end head count), which includes base salary, guaranteed and variable allowances, overtime, one-time payments, short- and long-term incentives, as well as any other consideration/cash benefits paid within the year. Remuneration is calculated assuming full-time employment for the entire year. The hourly rate is determined by dividing total annual remuneration by actual annual working hours per employee; if actual hours are unavailable, contractual hours are used. The gender pay gap is reported by employee category (career level) and at the country level for significant countries with more than 500 employees. The total gender pay gap figure includes all employees across all countries within the OMV Group.
Ratio of annual total remuneration of the highest-paid individual to the median annual total remuneration of all other employees (excluding the highest-paid individual): this ratio is calculated using total annual remuneration per employee (year-end head count), as defined for the gender pay gap metric.
Employees on unpaid leave for the full reporting year and international employees are excluded from both calculations. International employees are hired from abroad for projects in any of the OMV countries – where they are subject to income tax and/or social security contributions. These employees have an international background, with net salary agreements to achieve consistency and transparency on the salary levels. The local income tax and social security contributions apply according to the work location and are paid by the Company.