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 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

In 2024, the gender pay gap for all workers in the United Kingdom was highest in the financial and insurance sector, at 29.8 percent, and lowest in accommodation and food services, where it was 2.1 percent.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for workers within all service industries, as a percentage of men's average hourly earnings. In 2020 there was a 7.4 percent difference between men and women in full time employment.

As of 2024, the average gender pay gap in auxiliary activities supporting financial services and insurance in the United Kingdom (UK) was 35.4 percent. This indicates that, on average, male employees in this sector earned 35.4 percent more than their female counterparts. The pay gap in financial service activities (excluding insurance and pension funding) was significantly lower at 25.1 percent, while in the insurance sector, it stood at 19 percent.

This statistic shows the gender pay gap for service workers in South Korea from 2009 to 2019. In 2019, female service workers earned about 1.73 million South Korean won a month while male service workers earned about 2.36 million won, indicating that female workers earned around 73 percent of what male workers earned on average.

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.

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/" class="govuk-link">The Gender Pay Gap Service allows you to browse and compare data from different organisations.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Department of Justice and the Probation Service: Probation Service. Data is available for 2022-2024 for most companies.

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

Data on the gender pay gap (i.e. the percentage difference between men and women's gross median earnings) in the civil service of the United Kingdom as on August 26, 2020, by responsibility level shows that the overall difference was 12.0 percent for all employees.

Gender pay gap in unadjusted form

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 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/" class="govuk-link">The Gender Pay Gap Service allows you to browse and compare data from different organisations.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Irish Prison Service: Prison Grades. Data is available for 2022-2024 for most companies.

In 2023, more females were working in Polish business service centers than men. However, the gender pay gap increased with the higher job position. The gender pay gap at entry-level positions amounted to 0.7 percent. At the same time, in the team leader position, the gap was 6.5 percent.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Standard Life Assets & Employee Services. Data is available for 2022-2024 for most companies.