The gender pay gap is the difference in the average earnings between all men and women in an organisation. It is different to equal pay, which is about the difference in actual earnings of men and women doing equal work (or work of equal value).

From April 2017, employers with 250 or more employees must publish information on their gender pay gap. The pay gap must be reported on in 6 different ways:

• the mean and median gender pay gaps
• the mean and median gender bonus gaps
• the proportion of men and women who received bonuses
• the proportion of men and women according to quartile pay bands

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=2.149907636.32241439.1643217071-473200138.1643217071" 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.

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.

In 2017, the government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017.

These regulations underpin the Public-Sector Equality Duty and require the relevant organisations to publish their gender pay gap data annually by 30 March, including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are.

The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The Ministry of Defence supports the fair treatment and reward of all staff irrespective of gender. The department is committed to developing a more inclusive culture within Defence and a diverse workforce at all levels.

The gender pay gap is an equality measure that shows the difference in average earnings between women and men.

Gender pay gap legislation requires all employers of 250 or more employees to publish their data for workers as of 31 March 2023.

The Department for Education’s (DfE) pay approach supports the fair treatment and reward of all staff irrespective of gender.

Further https://gender-pay-gap.service.gov.uk/" class="govuk-link">gender pay gap reporting data is available.

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.

We have published two reports:

• VOA standalone gender pay gap report

The VOA standalone gender pay gap report includes a greater examination of VOA gender pay gaps by grade and London/National pay.

• HMRC and VOA combined gender pay gap report

This report analyses HMRC’s and the VOA’s gender pay gap for grades covered by the delegated pay arrangements, as of 31 March 2023.

Gender pay gap regulations require UK employers with more than 250 employees to publish their gender pay gap. This report was prepared using data based on a snapshot date of 5th April 2023.

The gender pay gap is an equality measure that shows the difference in average earnings between women and men.

Gender pay gap legislation requires all employers of 250 or more employees to publish their data.

The Department for Education’s (DfE) pay approach supports the fair treatment and reward of all staff irrespective of gender.

Further https://gender-pay-gap.service.gov.uk/" class="govuk-link">gender pay gap reporting data is available.

The gender pay gap is the difference between women’s and men’s earnings, expressed as a percentage of men’s earnings.

Legislation introduced in April 2017 requires all employers of 250 or more employees to publish their 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 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" 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

Our Gender Pay Gap Report provides context and analysis of the figures. The report discusses the progress against the actions we are currently undertaking, whilst setting out our approach over the next 12 months to continue to reduce our pay gap.