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 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.

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

Gender Pay Gap Details - The National Archives

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

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.

CYC's annual gender pay gap report, including all CYC staff but excluding all schools staff and councillors. For further pay gap reports please visit CYC Other Pay Gap Reports

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

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

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.

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 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 quarterly.

As part of the Mayor’s commitment to publish a gender pay audit for the Greater London Authority and its functional bodies, the OPDC has produced a Gender Pay Audit report. Our gender pay audit represents the gender pay gap data as at the end of March 2016. https://www.london.gov.uk/about-us/organisations-we-work/old-oak-and-park-royal-development-corporation-opdc/opdc-structure-6

The LLDC has published it’s Gender Pay Audit report. https://www.queenelizabetholympicpark.co.uk/node/1233

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

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.