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

This statistic shows the gender pay gap in the United Kingdom (UK) from 2015 to 2019. The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within the transportation and storage sector, as a percentage of men's average hourly earnings. The most equal industry within this sector in 2019 was the land transport industry, while the least equal one was the air transport industry.

This statistic shows information on the gender pay gap in the public relations industry in the United Kingdom (UK) in 2019, broken down by level of experience. That year, the difference between male and female salaries among PR professionals with 12 to 16 years of work experience was roughly *** thousand British pounds.

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?_ga=2.75502357.101830232.1579592316-1716679108.1576823697">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap">export all national gender pay gap data

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

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.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results?t=1&search=">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

Between 2019 and 2023, the aggregate mean gender pay gap at NatWest Group increased from **** percent to **** percent. The median gender pay gap, however, decreased *** percent in the observed period and stood at ** percent in 2023.

This statistic shows the mean pay gap between women and men of selected retailers in the United Kingdom (UK) in the financial year 2018/19. Of the companies included, the Co-operative Group has the highest mean gender pay gap, at **** percent. This means that when comparing mean hour rates, women earn ** pence for every one British pound earned by men. Tesco reported the smallest difference in mean hourly rates between men and women, at **** percent.

As of April 2024, the aggregate mean gender pay gap at HSBC was **** percent, while the median pay gap stood at **** percent. The gender pay gap refers to the difference between the hourly rate of pay of male and female employees, expressed as a percentage of male pay. Between 2019 and 2024, the mean gender pay gap decreased by more than ** percent, while the median gender pay gap decreased slightly.

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

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 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

This statistic shows the mean bonus pay gap between women and men of selected retailers in the United Kingdom (UK) as of 2018/19. Morrisons reported the biggest gap in mean bonus pay, with women's pay **** percent lower than men's. In comparison, John Lewis has difference in bonus pay of **** percent.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 6 April 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/employer/4VLuNIce" class="govuk-link">explore this data on a dashboard.

Revenue and Customs Digital Technology Services

HMRC has published this report on behalf of Revenue and Customs Digital Technology Services Ltd (RCDTS).

RCDTS is a not-for-profit company, registered with Companies House. It was set up by HMRC in 2015 to deliver technical and digital services exclusively for HMRC. Its employees are not civil servants. RCDTS is governed by public sector pay guidance. The reporting date for RCDTS was 5 April 2019, not 31 March 2019, the reporting date for government departments.

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.

This statistic shows the number of FTSE 100 companies with female executives in the United Kingdom (UK) from 2012 to 2019. During the observed period the number of female executives in FTSE 100 companies increased annually and reached 25 companies with female executives by June 2019.

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">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap">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 2019.

The median hourly pay and percentage difference in 2019 between hourly earnings with white British employees was greater between men than between women. White Irish male employees earned a median of ***** pounds per hour, while Bangladeshi male employees earned a median of ***** pounds per hour. In comparison, white Irish female employees earned a median of ***** pounds per hour, while Bangladeshi female employees earned a median of ***** pounds per hour. The highest median hourly pay was seen for Chinese male employees, at ***** pounds per hour. Chinese female employees also earned a high hourly pay, at ***** pounds per hour. Female white and black Caribbean female employees experienced the lowest median hourly pay in 2019, at just **** pounds per hour.