Annual gender pay gap estimates for UK employees by age, occupation, industry, full-time and part-time, region and other geographies, and public and private sector. Compiled from the Annual Survey of Hours and Earnings.

The Gender pay gap legislation was introduced in April 2017 and is statutory requirement for all organisations (with 250 or more employees) to report annually on their gender pay gap.

This report sets out where the IPO fulfils the reporting requirements. It analyses the figures in more detail and explains what we are doing to close the gender pay gap in the organisation.

You can also explore this data on a https://gender-pay-gap.service.gov.uk/Viewing/search-results?_ga=2.217888278.1658900903.1597042805-713893359.1576830614">dashboard export all https://data.gov.uk/dataset/gender-pay-gap">national gender pay gap data.

In 2025, the difference between average hourly earnings for men and women in the United Kingdom for all workers was 12.8 percent, compared with 6.9 percent for full-time workers, and -2.9 percent for part-time workers. During the provided time period, the gender pay gap was at its highest in 1997, when it was 27.5 percent for all workers. Compared with 1997, the gender pay gap has fallen by 13.2 percent for all workers, and 9.7 percent for full-time workers. Gender pay gap higher in older age groups Although the gender pay gap among younger age groups was relatively small in 2024, the double-digit pay gap evident in older age groups served to keep the overall gap high. The gender pay gap for workers aged between 18 and 21 for example was -0.5 percent, compared with 12.1percent for people in their 50s. Additionally, the gender pay gap for people aged over 60 has changed little since 1997, falling by just 1.2 percent between 1997 and 2023, compared with a 14.9 percent reduction among workers in their 40s. Positions of power As of 2024, women are unfortunately still relatively underrepresented in leadership positions at Britain’s top businesses. Among FTSE 100 companies, for example, just 9.4 percent of CEOs were female, falling to just 6.1 percent for FTSE 250 companies. Representation was better when it came to FTSE 100 boardrooms, with 44.7 percent of positions at this level being filled by women, compared with 42.6 percent at FTSE 250 companies. In the corridors of political power, the proportion of female MPs was estimated to have reached its highest ever level after the 2024 election at 41 percent, compared with just three percent in 1979.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 31 March 2017. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results">explore this data on a dashboard
• https://data.gov.uk/dataset/54219db1-dd98-49d9-a383-a5978bb0aeb9/gender-pay-gap">export all national gender pay gap data

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within the information and communication sector, as a percentage of men's average hourly earnings. Within this sector in 2020, publishing activities had the highest gender pay gap in full-time employment at **** percent. On the other hand, Programming and broadcasting activities had the lowest gender pay gap at * percent.

Context

In the UK, it is a legal requirement for organisations with more than 250 employees to report their annual gender pay gap figures. The gender pay gap is often confused with equal pay - men and women being paid the same amount for the same work - which is also a legal requirement. Instead, the gender pay gap examines the difference in average salaries, seniority and progression between male and female staff, which makes it a far more powerful metric and predictor of gender equality and systemic bias in organisations.

Content

This dataset currently contains data collected by the Gender Pay Gap Service for the 2017/18 to 2020/21 reporting years. More data will be added as it becomes available. Data is collected via employers self-reporting gender pay gap figures through the Gender Pay Gap Service website. The site also allows users to find data on employer gender pay gaps, or compare between multiple employers.

Currently, the data downloads offered by the Gender Pay Gap Service are limited to CSV downloads, split by reporting year. This dataset is a combination of all currently available CSV files, with column descriptors and file introductions based on my personal experience working for the Government Equalities Office on the Gender Pay Gap Service website.

Acknowledgements

All data has been taken from the GOV.UK Gender Pay Gap Service's downloads, available here: https://gender-pay-gap.service.gov.uk/viewing/download

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within wholesale and retail trades, as a percentage of men's average hourly earnings. The most equal industry within this sector in 2020 was the wholesale trade (excluding motor vehicles and motorcycles) industry.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 31 March 2017. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results?t=1&search=&orderBy=relevance">explore this data on a dashboard
• https://data.gov.uk/dataset/54219db1-dd98-49d9-a383-a5978bb0aeb9/gender-pay-gap">export all national gender pay gap data

In the fiscal year 2024/2025, women employed by the Natural History Museum in London reported a lower median hourly pay than their male colleagues, at roughly minus *** percent. This means that women who worked for that institution earned approximately ** pence for every pound earned by men. In contrast, women employed by the British Museum recorded a **** percent higher median hourly wage than men.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap each year. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results?_ga=2.88121043.95369032.1579769461-435381015.1577281492" class="govuk-link">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap" class="govuk-link">export all national gender pay gap data

We have published two reports:

• HMRC and VOA combined gender pay gap report
• VOA standalone gender pay gap report, which includes a greater examination of VOA gender pay gaps by grade and London/National pay

These reports analyse HMRC’s and the VOA’s gender pay gap for grades covered by the delegated pay arrangements, as of 31 March 2020.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within financial and insurance industries, as a percentage of men's average hourly earnings. The highest percentage gender pay gap median in 2020 was found in the Activities auxiliary to financial services and insurance activities , at **** percent. On the other hand, the lowest percentage gender pay gap median for financial and insurance activities in 2020 was found to be in social security, at **** percent.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap each year. This report covers the year to 31 March 2019. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap">export all national gender pay gap data

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to report annually on their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results" class="govuk-link">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap" class="govuk-link">export all national gender pay gap data

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

Data on the average United Kingdom (UK) civil service salary as on August 26,2020, by responsibility level and gender shows that as of this date, men earned, on average, more than women at almost all levels of the civil service.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap data annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

https://gender-pay-gap.service.gov.uk/">The Gender Pay Gap Service allows you to browse and compare data from different organisations.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The global gender gap index benchmarks national gender gaps on economic, political, education, and health-based criteria. In 2025, the country offering the most gender equal conditions was Iceland, with a score of 0.93. Overall, the Nordic countries make up 3 of the 5 most gender equal countries worldwide. The Nordic countries are known for their high levels of gender equality, including high female employment rates and evenly divided parental leave. Sudan is the second-least gender equal country Pakistan is found on the other end of the scale, ranked as the least gender equal country in the world. Conditions for civilians in the North African country have worsened significantly after a civil war broke out in April 2023. Especially girls and women are suffering and have become victims of sexual violence. Moreover, nearly 9 million people are estimated to be at acute risk of famine. The Middle East and North Africa have the largest gender gap Looking at the different world regions, the Middle East and North Africa have the largest gender gap as of 2023, just ahead of South Asia. Moreover, it is estimated that it will take another 152 years before the gender gap in the Middle East and North Africa is closed. On the other hand, Europe has the lowest gender gap in the world.