Tokamak Energy
Oxford
Tokamak Energy is a fusion-energy company based in Oxford, UK, developing superconducting and magnetic-confinement fusion technologies for commercial power generation. With over 280 employees spanning science, engineering, and commercial functions, the company prioritizes safety and employee wellbeing with a hybrid-working culture and emphasis on professional development.
see the full file on Tokamak Energydocumented benefits (14)
| Flexible hours | yes |
|---|---|
| Bike / cycling program | yes |
| Office policy | Hybrid working where a role allows |
| Learning budget | offered |
| Employee discount portal | yes |
| Equity | options |
| Gender pay gap, median | 3.9% |
| Gender pay gap, mean | 4.6% |
| Bonus gap, median | -16.2% |
| Women in the top pay quartile | 21.9% |
| Women in the workforce | 18.9% |
| Last round | $125,000,000 |
| Total raised | $335,000,000 |
| Last round closed | 2024-11 |
the legal floor where they are
Set by law, not by Tokamak Energy. It applies to every employer in Oxford.
| PTO | 28 (Working Time Regulations 1998; Employment Rights Act 1996) |
|---|---|
| Birthing-parent leave | 52 (Working Time Regulations 1998; Employment Rights Act 1996) |
| Partner leave | 2 (Working Time Regulations 1998; Employment Rights Act 1996) |
| State pension | auto-enrolment: employer contributes at least 3% of qualifying earnings (Working Time Regulations 1998; Employment Rights Act 1996) |
| Disability rights at work | Equality Act 2010: disability is a protected characteristic and s.20 imposes a duty to make reasonable adjustments (Working Time Regulations 1998; Employment Rights Act 1996) |
| Neurodivergent adjustments | Reasonable adjustments are owed on the IMPACT of a condition, not on a diagnosis. ACAS is explicit that no formal diagnosis is required, so the duty can arise before anyone has been assessed -- which matters when an adult autism assessment is a multi-year wait. Autism, ADHD, dyslexia, dyspraxia and dyscalculia are covered where the effect on day-to-day activities is substantial and long-term. Asking for an adjustment is itself protected: you cannot lawfully be dismissed or treated worse for asking. (Working Time Regulations 1998; Employment Rights Act 1996) |
Every claim above is sourced and dated. See sources on the full page.
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