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.

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

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

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’.

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 difference in average earnings between male and female employees at DCMS.

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/Viewing/employer-details?view=hourly-rate&id=6iZRDPjw26Flq1HKBDcbnw%21%21">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap">export all national gender pay gap data

This covers all employees of Leicester City Council except those based in schools. Included are all staff permanently and temporarily employed on the last day of the pay period. This includes those on casual contracts that worked during the pay period. The percentage Pay Gaps are each calculated with men's pay being the divisor.The data will be updated yearly.

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.

Data on the difference in employees’ average earnings releases from April 2016 .

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" class="govuk-link">dashboard export all https://data.gov.uk/dataset/gender-pay-gap" class="govuk-link">national gender pay gap data.

This dataset contains gender pay gap figures for all employees in London and large employers in London. The pay gap figures for GLA group organisations can be found on their respective websites. 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 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?t=1&search=&orderBy=relevance" 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

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish 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?t=1&search=&orderBy=relevance" 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

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

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

Since 2021 these data tables have been produced to supplement the Pay Gap reports for the Greater London Authority (GLA). They provide extra details of the median and mean hourly rates of particular groups of staff at the GLA, as well as their corresponding pay gaps, as of 31 March 2025, 2024, 2023, 2022 and 2021. The GLA first published its ethnicity pay gap in March 2018, one of the first organisations to do so. These data tables bring together all of the ethnicity pay gap data published by the GLA since then. This reporting year (2025) is the fifth time that the GLA is publishing its disability pay gap, ahead of any statutory responsibility to do so. Therefore, there is only data from 2021 to compare against. The Equality Act 2010 (Gender Pay Gap Information) regulations came into force in 2017. This required public bodies with 250 or more employees to report on their gender pay gap. These data tables bring together all of the gender pay gap data published by the GLA since then. Pay gaps are included in the GLA's measures of Economic Fairness. Click here to find out more.

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’.

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.