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.

In 2024, the gender pay gap in the United Kingdom for people in their 50s was 12.1 percent, compared with -0.5 percent for people aged 18 to 21.

In 2024, the difference between average hourly earnings for men and women in the United Kingdom for all workers was 13.1 percent, compared with seven percent for full-time workers, and -3 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.

Results of statistical modelling exploring linear regression and Blinder-Oaxaca decomposition.

During a 2025 survey carried out among more than ***** marketers from the United Kingdom, it was found that on the manager/team manager level women earned ***** percent less than men. On the director/vice-president level, they earned **** percent less than men.

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.

You can also:

• https://gender-pay-gap.service.gov.uk/Employer/4uqEb2xp?_ga=2.27658492.1946053525.1607939901-1839648518.1580292073&_gac=1.55401689.1605710171.CPbR38KojO0CFUG4GwodxGkOQQ" class="govuk-link">explore this data on a dashboard
• https://data.gov.uk/dataset/54219db1-dd98-49d9-a383-a5978bb0aeb9/gender-pay-gap" class="govuk-link">export all national gender pay gap data

Annual Survey for Hours and Earnings data to support the 'Understanding the gender pay gap' article.

During a 2024 survey carried out among marketers from the United Kingdom, it was found that women earned nearly 18 percent less than men. The gap widened in the most recent year by 1.8 percentage points.

All organisations with 250 or more employees must publish and report specific figures about 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

Employers with 250 or more employees must publish and report specific figures about their gender pay gap

From 2017, any organisation that has 250 or more employees must publish and report specific figures about 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. For example, ‘women earn 15% less than men per hour’.

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

A paper outlining how the gender pay gap will be presented in future ONS Statistical Bulletins

Source agency: Office for National Statistics

Designation: National Statistics

Language: English

Alternative title: Presentation of the Gender Pay Gap: ONS Position Paper

This is the pay gap for a local authority or fire authority as reported annually to the Gender pay gap service. A late submission by an authority may not be included. Employers with 250 or more employees must publish figures comparing men and women's average pay across the organisation. This metric shows the difference between the mean hourly rates for male staff and female staff expressed as a percentage of the male rate. A positive figure indicates that females are paid less than males on average; a negative figure indicates that females are paid more than males on average. For example; in the period 2023/2024 when comparing mean (average) hourly pay, women’s mean hourly pay is 2.8% lower than men’s.https://gender-pay-gap.service.gov.uk/ Data is Powered by LG Inform Plus and automatically checked for new data on the 3rd of each month.

This dataset contains gender pay gap figures for the GLA, large employers in London and estimates for all employees in London.

The gender pay gap is the difference in the average hourly wage of all men and women across a workforce. If women do more of the less well paid jobs within an organisation than men, the gender pay gap is usually bigger.

The UK government publish gender pay gap figures for all employers with 250 or more employees. A cut of this dataset that only shows employers that are registered in London can be found below.

Read a report by the Local Government Association (LGA) that summarises the mean and median pay gaps in local authorities, as well as the distribution of staff across pay quartiles.

This dataset is one of the Greater London Authority's measures of Economic Fairness. Click here to find out more.

This dataset is one of the Greater London Authority's measures of Economic Development strategy. Click here to find out more.

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.