Compensation InsightHow ALS Limited Pays
Global TIC leader with 370+ sites across 65 countries. Three divisions — Commodities, Life Sciences, and Industrial. FY2025 revenue A$3.0B.
~22,000 employees · ASX: ALQ · Founded 1863 · Brisbane, Australia · FY ends March 31
Key Metrics
Revenue (FY2025)
A$3.0B
+16.0% YoY
Employees
~20,500
370+ sites, 65 countries (FY2025: 20,515)
Market Cap
A$12.2B
ASX:ALQ · Viewing: Brisbane
Underlying NPAT
A$312.1M
60% dividend payout ratio
Comp Rating
2.5 / 5
Glassdoor · 10–30% below peers
CEO Total Comp
A$3.6M
49.9% salary · 50.1% variable
Locations
Band Hierarchy (Inferred)
ALS does not publicly disclose its internal band structure. This 8-tier hierarchy is inferred from job postings, salary data, and organizational analysis. No Fair Work Enterprise Agreement found.
A8
Executive (EGM / C-Suite)
A7
Director / GM
A6
Manager
A5
Team Lead / Supervisor
A4
Senior Specialist
A3
Specialist / Scientist
A2
Technician
A1
Entry / Graduate
Commodities Division
Geochemists, Metallurgists
Mining Lab Technicians (FIFO)
Coal Quality Analysts
Mine Site Supervisors
Life Sciences Division
Environmental Chemists
Food Safety Analysts
Pharmaceutical Testers
PFAS Specialists
Industrial Division
NDT Inspectors
Condition Monitoring Engineers
Oil/Fuel Analysts
Asset Integrity Engineers
Compensation by Band — Brisbane
All figures in AUD. Includes base salary, variable pay %, total CTC range, and equity eligibility.
| Band | Title | Experience | Base (Low) | Base (High) | Var % | Total CTC | Equity |
|---|---|---|---|---|---|---|---|
| A1 | Entry / Graduate | 0–2 yrs | A$34K | A$43K | 0% | A$38K–A$48K | None |
| A2 | Technician | 1–4 yrs | A$52K | A$60K | 0% | A$58K–A$67K | None |
| A3 | Specialist / Scientist | 3–7 yrs | A$72K | A$88K | 5% | A$81K–A$103K | None |
| A4 | Senior Specialist | 5–10 yrs | A$105K | A$174K | 8% | A$118K–A$210K | None |
| A5 | Team Lead / Supervisor | 7–12 yrs | A$80K | A$120K | 12% | A$96K–A$150K | None |
| A6 | Manager | 10–16 yrs | A$120K | A$170K | 20% | A$154K–A$228K | Eligible |
| A7 | Director / GM | 14–22 yrs | A$250K | A$350K | 35% | A$350K–A$546K | Performance Rights |
| A8 | Executive (EGM / C-Suite) | 18+ yrs | A$700K | A$1.8M | 125% | A$1.5M–A$5.6M | Performance Rights (125–150% FR) |
Total CTC Range — Brisbane
Horizontal bar chart showing total compensation range by band.
Role-Based Salaries (Australia)
Reported and inferred salaries across career streams. ALS Lab Technician pay is 13% below national average. FIFO mining roles are the exception.
Laboratory & Entry-Level Roles
Sample Reception Officer
Glassdoor · Band A1
A$34K–A$43K
Lab Assistant
Glassdoor · Band A1
A$33K–A$43K
Laboratory Technician
Glassdoor/Indeed · Band A2
A$52K–A$60K
Field Technician
Glassdoor · Band A2
A$57K–A$65K
Coal Technician
Glassdoor · Band A2
A$59K–A$65K
Lab Tech — FIFO (Perth)
Industry · Band A2+
A$90K–A$115K
Scientific & Specialist Roles
Chemist
Glassdoor · Band A3
A$64K–A$88K
Analytical Chemist
Glassdoor · Band A3
A$72K–A$106K
Geologist
PayScale · Band A3–A4
A$103K
Metallurgist
Industry · Band A3–A4
A$75K–A$160K
Environmental Chemist
Glassdoor · Band A4
A$105K–A$174K
Senior Scientist
SalaryExpert · Band A4
A$90K–A$120K
Management Roles
Supervisor / Team Leader
Glassdoor · Band A5
A$48K–A$70K
Technical Manager
Glassdoor · Band A5
A$60K–A$93K
Section Head (UK)
Glassdoor · Band A5
£28K–£32K
Lab Manager
PayScale · Band A6
A$120K–A$150K
Operations Manager
PayScale · Band A6
A$113K–A$148K
Project Manager
Glassdoor · Band A6
A$88K
Regional Manager
Glassdoor · Band A6
A$135K–A$210K
Senior Leadership & Specialist
Director of Sales
Glassdoor · Band A7
A$229K
General Manager (Perth)
Glassdoor · Band A7
A$305K
VP — North America
Glassdoor · Band A7
US$207K
API Plant Inspector
Glassdoor · Band A5–A6
A$145K
Condition Monitoring Eng
Glassdoor · Band A4–A5
A$71K–A$134K
FIFO Premium Breakdown (Perth/WA)
Standard Lab Tech
A$56K
FIFO Lab Tech
A$90K–A$115K
Remote Allowance
+A$15K–A$25K
Included
Flights, Housing, Meals
Global Operations & Division Pay
370+ sites across 65 countries. Three divisions with distinct pay profiles. Commodities (mining) pays highest due to FIFO/remote work.
Division Revenue (FY2025)
Commodities
A$1,089M
EBIT Margin: 28.2%
Mining, geochemistry, coal, metallurgy, inspection
Life Sciences
A$1,910M
EBIT Margin: 14.5%
Environmental, food, pharma, consumer products
Industrial
Included
EBIT Margin: —
Diagnostics, NDT, oil/fuel analysis, asset integrity
Regional Presence
Australia / Pacific
All three divisionsBrisbane (HQ), Perth, Sydney, Melbourne
Corporate HQ; major Commodities & Life Sciences labs
Europe (50 sites, 15 countries)
Life Sciences (3,000+ employees)Coventry, Prescot, Chatteris (UK); Germany (Wessling); Spain (Madrid — new Global Ops HQ)
~40% of workforce; Nuvisan & Wessling acquisitions
North America
Commodities (Chemex legacy), EnvironmentalHouston TX, Tucson AZ (USA); Vancouver BC (Canada)
Legacy Chemex/Bondar Clegg operations; York Analytical (PFAS)
Africa
Commodities (ALS Chemex SA)Johannesburg (South Africa)
Mining/geochemistry hub for Africa region
Asia & Middle East
Commodities, IndustrialMultiple countries; entered 1990s (Asia), 2011 (ME)
Specific employee/salary data not publicly available
Latin America
CommoditiesMultiple countries; entered 1990s
Mining service operations
International Lab Tech Salary vs Market
| Location | Role | ALS Salary | Market Avg | Gap |
|---|---|---|---|---|
| Vancouver, CAN | Lab Analyst | C$37K–C$45K | C$85K | −47% |
| Houston, USA | Lab Technician | US$40K–US$50K | US$55K | −18% |
| Coventry, UK | Lab Technician | £24K–£27K | £28K | −11% |
| Johannesburg, ZA | Lab Technician | R180K–R300K | R320K | −16% |
Variable Pay & Bonus Structure
STI at 100% of FR for CEO (increased from 70% in FY2025). LTI via Performance Rights with multi-metric hurdles. 30% STI deferred into Share Rights.
Variable Pay % by Band
A1
0% — Contract guaranteed increases
Award/contract guaranteed increases
A2
0% — Contract guaranteed increases
Award/contract guaranteed increases
A3
5%
Individual performance; discretionary
A4
8%
Individual + team outcomes
A5
12%
Division performance + individual
A6
20%
STI: financial + non-financial KPIs
A7
35%
STI + LTI (Performance Rights)
A8
125%
STI (100% FR) + LTI (125–150% FR)
STI KPI Weighting (CEO)
55%
20%
15%
10%
Financial Performance
Strategy KPIs
Org Capability KPIs
ESG KPIs
CEO STI Outcomes
FY2025
43%
Challenging year; solid leadership recognized
FY2024
N/A
First full year as CEO; details in AR
0%
20%
40%
60%
80%
100%
LTI Performance Hurdles
EBITDA Margin
Company profitability measure
ROCE
Return on Capital Employed
Relative TSR
Total Shareholder Return vs peers
EPS Growth
Earnings Per Share growth
LTI Vesting History
2022 grant → FY2025
72%
EBITDA & ROCE met in full; TSR substantially met; EPS partially met
CEO LTI
150% of FR
CFO/EGM LTI
125% of FR
Vesting Period
3 years
Equity & Stock Plans
Performance Rights are the primary LTI vehicle. Employee Share Plan exists but details are not publicly disclosed.
Performance Rights Plan (LTI)
VehiclePerformance Rights
EligibilityCEO, CFO, EGMs, Senior Leaders
Vesting3-year performance period
HurdlesEBITDA Margin, ROCE, Relative TSR, EPS Growth
Scale50% at threshold → 100% at target
Employee Share Plan (ESP)
VehicleEmployee shares
EligibilityNot publicly disclosed
VestingNot publicly disclosed
HurdlesN/A
ScaleTax-advantaged ESS structure
Recent Equity Events
May 2025
A$350M institutional placement
A$16.70/share (5.3% discount); 4.3% dilution. Fund lab expansion + M&A.
Jun 2025
A$40M Share Purchase Plan (SPP)
Non-underwritten; A$30K max per eligible shareholder.
Nov 2025
CEO Performance Rights grant
146,884 rights under 2025 LTI Plan (approved at AGM).
Sep 2025
Appendix 3G filing
Unquoted equity securities issued under employee incentive schemes.
CEO Holding
0.014%
~A$1.59M value
2025 LTI Grant
146,884
Performance Rights
Post-Raise Leverage
1.7×
Pro-forma (was 2.3×)
FY25 Dividend
38.6 cps
60% payout ratio
Insider Trades & Shareholders
Director interest notices (Appendix 3Y) and institutional ownership. Specific trade details for some filings require direct ASX document review.
Director Dealings (2024–2025)
| Date | Person | Role | Type | Shares |
|---|---|---|---|---|
| Nov 2025 | Malcolm Deane | CEO & MD | Acquisition | 146,884 |
| Sep 2025 | Multiple Directors | Various | Acquisition | See 3Y |
| Jun 18, 2025 | Director (undisclosed) | NED | Acquisition | See 3Y |
| Nov 25, 2024 | Director (undisclosed) | NED | Acquisition | See 3Y |
Note: Some Appendix 3Y filings do not specify share counts in public summaries. Full details available on ASX announcements platform.
Substantial Shareholders
State Street Global Advisors
Index~5.1%
The Vanguard Group
Index~5.0%
Paradice Investment Management
Active~3.6%
General Public / Retail
Retail~56%
Ownership Concentration
44%
56%
Institutional
Retail / Public
Top 22 shareholders control 51% of ownership
Executive Compensation — FY2025
CEO & MD — Malcolm Deane (from May 2023)
A$3.6M
FY2025 total compensation · +20% YoY
Fixed Remuneration (incl. super)A$1.8M (50%)
STI (at 100% of FR, 43% achieved)A$0.77M (21%)
LTI / Performance Rights (150% FR)A$1.03M (29%)
Maximum Total at TargetA$6.3M
Notable
- • Approved for 9.8% FR increase — elected to take only half
- • 30% of STI deferred into Share Rights (2-year vest)
- • Relocated to Madrid, Spain (July 2025)
- • Education: Master of Laws, JD; 10+ yrs at ALS
Executive Leadership Team
Malcolm DeaneCEO & MD
~A$1,800,000LTI: 150% of FR
Stuart HuttonCFO
~A$800K–A$1.2MLTI: 125% of FR
EGM MineralsDivision Lead
~A$700K–A$1.0MLTI: 125% of FR
EGM EnvironmentalDivision Lead
~A$700K–A$1.0MLTI: 125% of FR
EGM Life SciencesDivision Lead
~A$700K–A$1.0MLTI: 125% of FR
CEO Comp Structure (at Target)
50%
21%
29%
Fixed
STI
LTI
TIC Peer CEO Comparison
Intertek (UK)
André Lacroix
~A$13.3M
Bureau Veritas (FR)
Hinda Gharbi
~A$8.0M
SGS (CH)
G. Picaud
~A$7.0M
ALS Limited
Malcolm Deane
A$3.6M
Leadership Transitions (2024–2025)
Jul 2024
Nigel Garrard → Chairman
Replaced Bruce Phillips (8-year tenure)
Feb 2024
Stuart Hutton → CFO
Former CFO of Foxtel, Orora
Mar 2024
Erica Mann → NED
Pharma/FMCG expertise
Jul 2025
CEO/CFO relocate to Madrid
Reflects European growth strategy (~40% workforce)
Benefits & Perks
Overall benefits rating: 2.5/5 stars (Glassdoor). Benefits are largely statutory minimums with limited ALS-specific enhancements.
Australia
Superannuation12% (statutory FY2026)
Annual Leave4 weeks (5 weeks for shiftworkers)
Personal/Carer's Leave10 days per year
Long Service LeaveState-based; typically 8.67 weeks after 10 yrs
Parental LeaveGovernment PPL $948.10/wk (20 wks); ALS top-up not disclosed
Salary SacrificeAvailable
Health InsuranceDiscounted access (HCF/Bupa reported)
Professional DevelopmentTraining programs; technical & non-technical
Flexible WorkMentioned on careers page
FIFO InclusionsFlights, housing, meals (mining roles)
United States
401(k)Offered (match rate not disclosed)
Health InsuranceMedical, dental, vision
Life InsuranceIncluded
Disability InsuranceShort-term & long-term
PTONot publicly specified
United Kingdom
PensionOffered (details not disclosed)
Annual LeaveStatutory (28 days incl bank holidays)
Sick PayStatutory SSP
Overall"Extremely limited" (employee review)
Canada
RRSPAvailable (match rate not disclosed)
Health BenefitsExtended medical, dental, vision
Life & DisabilityIncluded
VacationStatutory minimums by province
Performance, Pay Progression & Growth
Employee reviews cite 'minimal raises' and 'limited promotion opportunities.' ALS financial year ends March 31.
Financial Performance
| Period | Revenue | NPAT | EPS | DPS |
|---|---|---|---|---|
| FY2023 | A$2,421M | A$321M | 66.4 cps | 39.7 cps |
| FY2024 | A$2,586M | A$317M | 65.4 cps | 39.2 cps |
| FY2025 | A$3,000M | A$312M | 64.4 cps | 38.6 cps |
| H1 FY2026 | A$1,660M | — | — | 19.4 cps |
Recent Acquisitions
FY2024
Wessling GmbH
22 sites, ~1,200 employees, A$160M revenue (Germany)
FY2024
York Analytical Labs
8 locations, PFAS focus (USA East Coast)
FY2024
Nuvisan (full control)
European CRO, A$245M revenue; acquired at nil cost
FY2023
13 acquisitions total
A$115M combined run-rate revenue
Pay Progression Insights
Review Frequency
Annual (inferred; FY ends March 31)
Merit Increase
3–5% (Australian industry average)
Promotion Timeline
12–18 months minimum in role (industry standard)
Fair Work Increase (2025)
3.75% Annual Wage Review
Enterprise Agreement
Not found — likely individual contracts
Rating System
Not publicly disclosed
Employee Sentiment (Glassdoor)
Overall
3/5
Compensation
2.5/5
Work-Life Balance
2.7/5
Culture & Values
2.7/5
Career Opportunities
2.6/5
Would Recommend
44%
TIC Industry Benchmarking
ALS ranks 5th of 5 major TIC companies for average salary. CEO compensation is 54–72% below TIC peers.
Average Salary — US Market (USD)
Intertek
US$68,530
+54%
Eurofins
US$62,041
+40%
Bureau Veritas
US$55,934
+26%
SGS
US$51,670
+16%
ALS Limited
US$44,439
—
Glassdoor Compensation Rating
SGS
2.9/5
ALS Limited
2.5/5
Bureau Veritas
2.1/5
Intertek
2/5
Market Context
Global TIC Market~$250B
Top 3 share (SGS+BV+Intertek)~23%
ALS FY25 RevenueA$3.0B / US$1.6B
SGS–BV merger talksEnded Feb 2025
Key Nuances & Insider Insights
What you won't find in the annual report — patterns, cultural factors, and compensation realities at ALS.
1
Below-Market Positioning Across All Geographies
ALS consistently pays 10–30% below TIC peers. Lab Technician pay (A$52–57K) is 13% below the Australian national average. In Vancouver, lab analysts earn C$37K vs market average of C$85K. Glassdoor compensation rating is 2.5/5 stars globally.
2
FIFO Premium Is the Real Differentiator
Perth/WA FIFO mining lab roles command A$90K–A$115K, nearly double the standard lab tech salary. Remote area allowances add A$15K–A$25K. Company-paid flights, housing, and meals. This is where ALS pays competitively.
3
CEO Voluntarily Halved Own Pay Rise
Malcolm Deane was approved for a 9.8% FR increase but elected to accept only half to 'demonstrate cost control leadership.' This is rare and noteworthy for shareholder alignment.
4
CEO & CFO Relocated to Madrid — European Pivot
Both CEO and CFO moved to Madrid (July 2025), reflecting ~40% of the workforce now in Europe (Nuvisan, Wessling). Unusual for an ASX-listed company.
5
Conservative STI Despite A$3B Revenue
CEO STI outcome was only 43% of maximum in FY2025. Other KMPs ranged 21–60%. This signals genuinely rigorous hurdles rather than rubber-stamp bonuses.
6
No Enterprise Agreement = Individual Contracts
Unlike many Australian employers, ALS does not appear to have a Fair Work Enterprise Agreement. Most employees are on individual contracts with less collective bargaining power.
7
Acquisition-Driven Pay Fragmentation
13+ acquisitions in FY2023, plus Wessling (1,200 employees) and Nuvisan. ALS likely has significant pay structure fragmentation across legacy entities. Harmonization is ongoing.
8
161-Year-Old Company Culture
Founded 1863 as Campbell Brothers (soap), ALS's conservative heritage may contribute to its below-market pay philosophy. The 2012 rebrand modernized the brand but compensation culture appears unchanged.
9
March 31 Financial Year (Unusual for ASX)
ALS uses a March 31 year-end instead of the typical June 30. This affects review timing, bonus cycles, and comparison with other ASX companies.
10
LTI Vesting at 72% Shows Calibrated Targets
The 2022 LTI grant vested at 72% in FY2025 — neither 0% nor 100%. EBITDA margin and ROCE met in full, TSR substantially met, EPS partially met. Well-calibrated hurdles.
11
Division Pay Gap: Mining vs Labs
Commodities (mining) roles pay significantly more than Life Sciences. An urban lab tech at A$56K could earn A$114K doing similar work at a FIFO site. Division choice matters more than seniority.
12
Employee Perception vs Performance Gap
ALS has strong technical reputation (Frost & Sullivan awards) and A$3B revenue, but employee satisfaction is poor: 3.0/5 overall, 2.5/5 compensation, only 44% would recommend. Retention risk is real.
Recent Compensation & Corporate News
Key events affecting pay, equity, and organizational structure (Aug 2024 – Feb 2026).
Nov 2025
EarningsH1 FY2026 results: Revenue A$1.66B (+13.3%)
Organic growth 6.9%; EBIT margin 28.1% (Commodities); underlying EBIT up 13.9%. Interim dividend 19.4 cps.
Nov 2025
EquityCEO granted 146,884 Performance Rights
Approved at 2025 AGM under Long-Term Incentive Plan. 3-year performance period with EBITDA, ROCE, TSR, EPS hurdles.
Sep 2025
EquityAppendix 3G: Employee incentive equity issuance
Unquoted equity securities issued under employee incentive schemes.
Jul 2025
StrategyCEO & CFO relocate to Madrid, Spain
Global operational HQ shifting to Madrid. Reflects ~40% of workforce now in Europe following Nuvisan/Wessling acquisitions.
Jul 2025
Governance2025 AGM: All resolutions passed
Remuneration Report adopted; NED fee pool increase approved; CEO Performance Rights approved; directors re-elected.
May 2025
CapitalA$350M equity raise for growth
Institutional placement at A$16.70/share (5.3% discount). A$40M SPP for shareholders. Fund organic lab expansion & M&A.
May 2025
EarningsFY2025 results: Revenue A$3.0B (+16%)
Underlying NPAT A$312.1M (−1.4%). Statutory NPAT A$256.2M (+1,886% due to prior year Nuvisan impairment reversal).
Nov 2024
StrategyNuvisan €25M cost savings on track
€13M achieved in H1; €19M annualized by end FY25. Nuvisan returned to profitability. Ahead of 2-year schedule.
Jul 2024
GovernanceNigel Garrard replaces Bruce Phillips as Chairman
Phillips served 8 years as Chair. Garrard previously NED from June 2023; 20+ years as ASX CEO (Orora).
Jun 2024
LeadershipRaj Naran resigns as former CEO
23 years with ALS, 6 as CEO (July 2017 – June 2024). Market cap grew 96% during tenure.
Mar 2024
M&ANuvisan full acquisition at nil cost
Acquired remaining 51% at nil cost (initial 49% bought for €145M in 2021). Launched €25M cost savings transformation.
Feb 2024
LeadershipStuart Hutton appointed CFO
Former CFO of Foxtel and Orora. 20+ years finance leadership in M&A, treasury, and investor relations.