In April 2025, the UK minimum wage for adults over the age of 21 in will be 12.21 pounds per hour. For the 2025/26 financial year, there will be four minimum wage categories, three of which are based on age and one for apprentice workers. Apprentices, and workers under the age of 18 will have a minimum wage of 7.55 pounds an hour, increasing to ten pounds for those aged 18 to 20. When the minimum wage was first introduced in 1999, there were just two age categories; 18 to 21, and 22 and over. This increased to three categories in 2004, four in 2010, and five between 2016 and 2023, before being reduced down to four in the most recent year. The living wage The living wage is an alternative minimum wage amount that employers in the UK can voluntarily pay their employees. It is calculated independently of the legal minimum wage and results in a higher value figure. In 2023/24, for example, the living wage was twelve pounds an hour for the UK as a whole and 13.15 for workers in London, where the cost of living is typically higher. This living wage is different from what the UK government has named the national living wage, which was 10.42 in the same financial year. Between 2011/12 and 2023/24, the living wage has increased by 4.80 pounds, while the London living wage has grown by 4.85 pounds. Wage growth cancelled-out by high inflation 2021-2023 For a long period between the middle of 2021 and late 2023, average wage growth in the UK was unable to keep up with record inflation levels, resulting in the biggest fall in disposable income since 1956. Although the UK government attempted to mitigate the impact of falling living standards through a series of cost of living payments, the situation has still been very difficult for households. After peaking at 11.1 percent in October 2022, the UK's inflation rate remained in double figures until March 2023, and did not fall to the preferred rate of two percent until May 2024. As of November 2024, regular weekly pay in the UK was growing by 5.6 percent in nominal terms, and 2.5 percent when adjusted for inflation.

From April 2025 onwards, the UK's main national minimum wage category, the national living wage, will rise to 12.21 pounds per hour, up from 11.44 pounds per hour in the previous financial year. This amount will apply to workers aged 21 and over, compared with 2022 and 2023 when it was only for workers aged 23 and over, and for those aged 25 and over between 2016 and 2021. The main minimum wage from 2010 to 2015 was the 21+ rate, and 22+ rate between 1999 and 2009. Evolution of the minimum wage Since its introduction in 1999, the minimum wage has had various rate categories, usually based on age. For the first five years, there were two categories, one for workers 18 to 21, and another for workers aged 22 and over. In 2004, a minimum wage for under 18s was introduced, and between 2010 and 2015 there were three rates based on age, and one for apprenticeships. Another age based-rate was added in 2016, but from 2024 onwards, the model will revert to four rate categories overall. In addition to the legal minimum wage, there is also a voluntary real living wage, which for 2024/25 is 12.6 pounds per hour, rising to 13.85 pounds per hour for workers in London. Wages continue to outpace inflation in 2024 Since July 2023, wages have grown faster than inflation in the UK with December 2024 seeing regular weekly earnings grow by 5.9 percent, compared with the CPI inflation rate of 2.5 percent that month. For almost two years between November 2021 and June 2023, wage growth struggled to keep up with inflation, with the biggest gap occurring in October 2022 when inflation peaked at 11.1 percent. The fall in real earnings in one of the most important factors in the UK's ongoing cost of living crisis. At the height of the crisis, around 91 percent of UK households were reporting a monthly increase in their cost of living, with this falling to 46 percent by March 2024.

The median annual earnings for full-time employees in the United Kingdom was approximately 37,430 British pounds in 2024, compared with 34,963 pounds in the previous year. At the start of the provided time period, in 1999, the average full-time salary in the UK was 17,803 pounds per year, with median earnings exceeding 20,000 pounds per year in 2002, and 30,000 by 2019. Wages continue to grow faster than inflation in 2024 Between November 2021 and July 2023 inflation was higher than wage growth in the UK, with wages still outpacing inflation as of April 2024. At the peak of the recent wave of high inflation in October 2022, the CPI inflation rate reached a 41-year-high of 11.1 percent, wages were growing much slower at 6.1 percent. Since that peak, inflation remained persistently high for several months, only dropping below double figures in April 2023, when inflation was 8.7 percent, down from 10.1 percent in the previous month. For 2023 as a whole, the average annual rate of inflation was 7.3 percent but is forecast to fall to 2.2 percent in 2024, and 1.5 percent in 2025. Highest and lowest-paid occupations As of 2023, the highest-paid occupation in the UK was that of Chief Executives and Senior Officials, who had an average weekly pay of approximately, 1,576 pounds. By contrast, the lowest-paid occupation that year was that of retail cashiers, and check-out operators, who earned approximately 383 pounds a week. For industry sectors as a whole, people who worked full-time in the electricity, gas, steam and air conditioning supply sector had the highest average earnings, at 955 pounds a week, compared with 505 pounds a week in the accommodation and food services sector, the lowest average earnings in 2023.

Since 2006 the GLA Group has been implementing the London Living Wage (LLW).The Group continues to include the LLW as a requirement for contracts that are let or renewed.

We calculate the Living Wage by a combination of two approaches. The first, developed by the Family Budget Unit (FBU), estimates the costs of a ‘Low Cost but Acceptable’ (LCA) budget for a selection of households and calculates the wage required to meet these costs. This is termed the “Basic Living Costs” approach. The second – the “Income Distribution” approach – simply identifies the median income for London (appropriately weighted for 11 household types) and then takes 60 per cent of it.

The Mayor continues to lobby national Government to adopt the London Living Wage across Whitehall.

All annual living wage reports, titled 'A Fairer London', can be found on the GLA website.

The voluntarily paid living wage in the United Kingdom for 2024/25 is 12.6 pounds per hour, with this rising to 13.85 pounds per hour for workers in London. For the same year the legal minimum wage for those over the age of 21 was 11.44 pounds per hour.

Estimates of the number and proportion of UK employee jobs with hourly pay below the living wage, by region, work geography, local authority and Parliamentary constituency, as defined by the Living Wage Foundation.

For workers under the age of 18, the national minimum wage in the United Kingdom will be 7.55 British pounds per hour from April 2025 onwards. This is an increase of 1.15 pounds when compared with 2024 when the minimum wage for this age group was 6.40 pounds. This particular minimum wage category was three pounds when it was first introduced in 2004, five years after the launch of the minimum age for workers aged 19 or over. Minimum wage rates history In 1999, when the UK minimum wage was first introduced, there were two different wage rates; one for those aged 18 to 21, and another for those aged 22 or over. These two rates were joined by an under 18 rate in 2004, and then in 2010 the minimum wage was reorganized to include a rate for apprentice workers, while the top rate was increased to include workers aged 21. As of 2024, after several further waves of reorganization, there are four different wage categories. For workers aged 21 and over, the minimum hourly wage is 11.44 pounds, falling to 8.6 pounds for 18 to 20-year-olds, and 6.4 pounds for under 18s and apprentices. Wages growing again in 2024 In April 2024, weekly wages were growing by approximately 2.6 percent, the eleventh-consecutive month of wage growth following a long period of wages falling. High inflation throughout 2022 and 2023, meant that prices were rising faster than pay for a long twenty-month period between November 2021 and June 2023. With inflation down, and wages still growing, there are hopeful signs the UK might be over the worst of the Cost of Living Crisis, ongoing since late 2021. As of May 2024, however, over half of UK households were still reporting an increase in their living costs, relative to the previous month.

The Annual Survey of Hours and Earnings (ASHE) is the most comprehensive source of earnings information in the United Kingdom. It provides information about the levels, distribution and make-up of earnings and hours paid for employees by gender and full-time/part-time working. Estimates are available for various breakdowns including industries, occupations, geographies and age-groups within the UK. ASHE is used to produce hours and earnings statistics for a range of weekly, annual and hourly measures. ASHE is the official source of estimates for the number of jobs paid below the national minimum wage. ASHE is also used to produce estimates of the proportions of jobs within workplace pension categories. ASHE is based on a one per cent sample of employee jobs taken from HM Revenue & Customs (HMRC) PAYE records. Information on earnings and hours is obtained from employers and treated confidentially. ASHE does not cover the self-employed nor does it cover employees not paid during the reference period. The datasets used for the 2011 datasets are the Revised datasets and are published a year after the provisional. The dataset is split into several different categories including all employees, all male employees and all female employees. Datasets are further categorised by mode of working i.e. Full or Part Time. Full datasets are available from The Office for National Statistics. 2014-06-13T14:25 Licence: None

The median annual earnings in the United Kingdom was 37,430 British pounds per year in 2024. Annual earnings varied significantly by region, ranging from 47,455 pounds in London to 32,960 pounds in the North East. Along with London, two other areas of the UK had median annual earnings above the UK average; South East England, and Scotland, at 39,038 pounds and 38,315 pounds respectively. Regional Inequality in the UK Various other indicators highlight the degree of regional inequality in the UK, especially between London and the rest of the country. Productivity in London, as measured by output per hour, was 33.2 percent higher than the UK average. By comparison, every other UK region, except the South East, fell below the UK average for productivity. In gross domestic product per head, London was also an outlier. The average GDP per head in the UK was 31,947 pounds in 2021, but for London it was 56,431 pounds. Again, the South East's GDP per head was slightly above the UK average, with every other region below it. Within London itself, there is also a great degree of inequality. In 2021, for example, the average earnings in the historic City of London borough were 1,138 pounds per week, compared with 588 pounds in Redbridge, a borough in the North East of London. Wages finally catch up with inflation in 2023 After the initial economic disruption caused by the COVID-19 pandemic subsided, wages began to steadily grow in the UK. This reached a peak in June 2021, when weekly wages for regular pay were growing at 7.3 percent, or 5.2 percent when adjusted for inflation. By that November, however, prices began to rise faster than wage growth, with inflation surging throughout 2022. In October 2022, for example, while regular pay was growing by 6.1 percent, the inflation rate had surged to 11.1 percent, Although inflation peaked in that month, it wasn't until June 2023 that wages started to outpace inflation. By this point, the damage caused by high energy and food inflation has precipitated the worst Cost of Living Crisis in the UK for a generation.

The Department for Communities and Local Government (DCLG) has sought consent from individuals to publish the names and salaries of those staff earning a full-time salary over £60,000 (the Senior Civil Service minimum as at 31 March 2014 - previous releases were for salaries over the relevant minimum at time of publication). The Department recently published an updated Local Government Transparency Code 2014 which covers local authorities in England. The full Local Government Transparency Code 2014 can be accessed here: https://www.gov.uk/government/publications/local-government-transparency-code-2014 To view the names and salaries of staff in DCLG please see the publications below or the information as published on the DCLG website here: https://www.gov.uk/government/organisations/department-for-communities-and-local-government/series/senior-dclg-employee-salaries

Wages in the United Kingdom grew by approximately 5.9 percent in January 2025, although when adjusted for inflation, wages only grew in real terms by 2.1 percent. When bonus pay is included in wage growth calculations, wages grew by 5.8 percent in nominal terms, and by 2.2 percent in real terms. Twenty months of inflation outpacing wages Between November 2021 and June 2023 inflation was higher than wage growth in the UK, resulting in falling real terms earnings throughout this 20-month period. While UK inflation peaked at 11.1 percent in October 2022, it was not until April 2023 that it fell below double figures, and not until May 2024 that it reached the Bank of England's target of two percent. Forecasts from the Autumn 2024 budget predict that the annual UK inflation will for 2024 will be 2.5 percent, down from 7.3 percent in 2023 and 9.1 percent in 2022. Due to high inflation, the UK's minimum wage also rose quite significantly during this period, with the "main" rate increasing from 8.91 pounds per hour in 2021 to 12.21 pounds per hour for 2025. Average earnings and gender pay gap For full-time workers in the United Kingdom, the median average annual earnings was 37,430 British pounds in 2024, compared with 34,663 pounds in 2023. In London, average earnings were significantly higher than the rest of the country, at 47,455 pounds. Just two other areas of the United Kingdom, the South East and Scotland, had annual salaries above the UK average. North East England had the lowest average salary, at 32,960 pounds. As of 2024, the gender pay gap for median gross hourly earnings in the UK was 13.1 percent for all workers, falling to seven percent for full-time workers and -3 percent for part-time workers. Compared with 1997, when the gender pay gap was 27.5 percent for all workers, there has been a degree of progress, although, at current trends, it will be some time before the gap is closed entirely.

Abstract copyright UK Data Service and data collection copyright owner.

The European Union Statistics on Income and Living Conditions (EU-SILC) is an instrument aimed at collecting timely and comparable cross-sectional and longitudinal multidimensional microdata on income, poverty and social exclusion. It is the European Union (EU) reference source for comparative statistics on income distribution and social exclusion at European level, particularly in the context of the 'Programme of Community action to encourage cooperation between Member States to combat social exclusion' and for producing structural indicators on social cohesion for the annual spring report to the European Council.

The EU-SILC instrument aims to provide two types of data: cross-sectional data pertaining to a given time or a certain time period with variables on income, poverty, social exclusion and other living conditions, and longitudinal data pertaining to individual-level changes over time, observed periodically over, typically, a four years period. Further information may be found on the EU-SILC webpage.

Users should note that only the cross-sectional data are currently available from the UK Data Archive, and these data only cover UK. The Great Britain component of the EU-SILC dataset was collected by the Office for National Statistics (ONS) as part of the General Lifestyle Survey (GLF) (held at the Archive under Special Licence access conditions - see GN 33403). Following the closure of the GLF in 2012 the cross-sectional data have been collected via the Family Resources Survey (FRS) (held at the Archive under GN 33283). The FRS also provides the first wave of the EU-SILC longitudinal element, also carried out by ONS. The Northern Ireland component is collected by the Northern Ireland Statistics and Research Agency (NISRA) as part of the Living Conditions Survey (LCS) (not currently held at the Archive). The EU-SILC dataset has been produced in accordance with EU regulations under guidance from Eurostat. In addition, every year a European Commission regulation describing the list of secondary target variables (annual modules) is published (see Main Topics section for details).

The accompanying documentation for EU-SILC comprises: a Guidelines document that describes the survey, the variables including the module and recommendations given to the EU member states for data collection; and a document detailing the differences between the data collected and that held in Eurostat's User Database (UDB) (as described in the guidelines) for all member states, including the already established issues or particularities for the UK.


Main Topics:
The data contains interview survey data for adults aged 16 years and over, plus basic demographic information for children in the register files. These variables cover topics such as:

• basic personal and household data
• child care
• dwelling type, tenure status and housing conditions
• housing costs and amenities
• housing and non-housing related arrears
• non-monetary household deprivation indicators
• physical and social environment
• household and personal level income
• education
• health and access to healthcare
• labour information

Additionally, each year there is an annual module. The modules for 2008 and 2009 are:

• 2008: over-indebtedness and financial exclusion
• 2009: material deprivation

The UK's median gender pay gap has substantially reduced from 36.4% in the 1970s to around 18%, yet it remains one of the highest in the EU and OECD. Previously attributed to differences in education and work experience, this explanation is outdated as women now frequently outpace men in education and are less likely to leave the workforce. However, women still earn about 10% less than men, even with similar work and qualifications. Research has shifted focus from productivity differences to the potential role of employer wage-setting practices. This research suggests that women's negotiating power may be undermined by familial responsibilities, leading to lower mobility in the job market and consequently lower wages. The study will explore how employer wage-setting power and job-to-job mobility contribute to the gender pay gap, aiming to inform effective policies.

The collection contains a set of syntax files used to construct an alternative employment concentration index that takes into account commuting costs. The files are based on the Stata language and use the Business Structure Dataset and the UK Longitudinal Household Study to derive the index.

The median gender pay gap has declined dramatically in the UK from 36.4% in the 1970 (O'Reilly, Smith et al. 2015) to around 18% in the most recent data (ONS 2018). Still, by international standards the pay gap is high: the UK has the fourth largest gender pay gap in the EU and the eighth largest of OECD countries (OECD 2019). Researchers and policy makers have focused on gender differences in education and labour market experience as the likely drivers of the pay gap. However, today these explanations no longer stand up to scrutiny. Women are on average better educated than men and they are much less likely to withdraw from the labour market for long periods of time. Nevertheless, women earn on average about 10% less than men even when they work full-time and have similar education and labour market experience. While explanations focusing on women's potential lower productivity as the cause of the gender pay gap have been thoroughly investigated and found inadequate, there is less evidence on the role played by employers. This research will contribute to addressing this gap. The standard economic model of the labour market assumes that wages are determined by the market and that individual employers cannot choose the wages they offer to their employees. A different model assumes that for a variety of reasons competition is not perfect and employers have some discretion over the wages they offer. This wage setting power is likely to be weaker when workers are mobile. Mobile workers will leave an employer offering wages below the market rate. However, if workers are relatively immobile, employers can exploit this 'immobility' by offering them lower wages. If women are more constrained by family responsibilities in the types of jobs that they will take-up or in the amount of time and effort they can devote to job search, they will generally be more immobile and thus at a disadvantage. Women's family responsibilities might be ultimately responsible for the gender pay gap but not because they limit their productivity but rather because they reduce their bargaining power with firms. This research project will examine the role of employer wage-setting power in driving the gender pay gap in two ways. First, using data from the UK's largest longitudinal study, it will investigate the extent to which job-to-job mobility patterns differ between men and women, and whether any differences can explain the observed gender gap in pay progression. Second, it will develop an index of employer wage-setting power based on geographical location, industry and cost of travel and test whether the index can explain gender differences in pay progression. Tackling the gender pay gap is a widely shared goal among policy makers, political parties, women's groups, trade-unions and employer organizations. A better understanding of the factors driving the gap is essential to design effective policies. For example, in April 2017, the UK government has mandated large employers report annually on the pay gap in their organization. If women's lower productivity is to blame for the gender pay gap, such legislation is likely to be ineffective and even counterproductive. On the other hand, mandatory reporting is likely to be more effective if employers' stronger wage-setting power is a significant factor behind the pay gap. More generally, if employers enjoy significant wage setting power relative to some of their employees, this has implications for legislation on anti-discrimination, the minimum wage, trade-unions and family policy.

Abstract

In 2009, the EU-SILC instrument covered all EU Member States plus Iceland, Turkey, Norway and Switzerland. EU-SILC has become the EU reference source for comparative statistics on income distribution and social exclusion at European level, particularly in the context of the "Program of Community action to encourage cooperation between Member States to combat social exclusion" and for producing structural indicators on social cohesion for the annual spring report to the European Council. The first priority is to be given to the delivery of comparable, timely and high quality cross-sectional data.

There are two types of datasets: 1) Cross-sectional data pertaining to fixed time periods, with variables on income, poverty, social exclusion and living conditions. 2) Longitudinal data pertaining to individual-level changes over time, observed periodically - usually over four years.

Social exclusion and housing-condition information is collected at household level. Income at a detailed component level is collected at personal level, with some components included in the "Household" section. Labour, education and health observations only apply to persons 16 and older. EU-SILC was established to provide data on structural indicators of social cohesion (at-risk-of-poverty rate, S80/S20 and gender pay gap) and to provide relevant data for the two 'open methods of coordination' in the field of social inclusion and pensions in Europe.

The 7th version of the 2009 Cross-Sectional User Database (UDB) as released in July 2015 is documented here.

Geographic coverage

The survey covers following countries: Austria, Belgium, Bulgaria, Czech Republic, Denmark, Germany, Estonia, Greece, Spain, France, Ireland, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, Netherlands, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, Sweden, United Kingdom, Iceland, Norway.

Small parts of the national territory amounting to no more than 2% of the national population and the national territories listed below may be excluded from EU-SILC: France - French Overseas Departments and territories; Netherlands - The West Frisian Islands with the exception of Texel; Ireland - All offshore islands with the exception of Achill, Bull, Cruit, Gorumna, Inishnee, Lettermore, Lettermullan and Valentia; United kingdom - Scotland north of the Caledonian Canal, the Scilly Islands.

Analysis unit

• Households;
• Individuals 16 years and older.

Universe

The survey covered all household members over 16 years old. Persons living in collective households and in institutions are generally excluded from the target population.

Kind of data

Sample survey data [ssd]

Sampling procedure

On the basis of various statistical and practical considerations and the precision requirements for the most critical variables, the minimum effective sample sizes to be achieved were defined. Sample size for the longitudinal component refers, for any pair of consecutive years, to the number of households successfully interviewed in the first year in which all or at least a majority of the household members aged 16 or over are successfully interviewed in both the years.

For the cross-sectional component, the plans are to achieve the minimum effective sample size of around 131.000 households in the EU as a whole (137.000 including Iceland and Norway). The allocation of the EU sample among countries represents a compromise between two objectives: the production of results at the level of individual countries, and production for the EU as a whole. Requirements for the longitudinal data will be less important. For this component, an effective sample size of around 98.000 households (103.000 including Iceland and Norway) is planned.

Member States using registers for income and other data may use a sample of persons (selected respondents) rather than a sample of complete households in the interview survey. The minimum effective sample size in terms of the number of persons aged 16 or over to be interviewed in detail is in this case taken as 75 % of the figures shown in columns 3 and 4 of the table I, for the cross-sectional and longitudinal components respectively.

The reference is to the effective sample size, which is the size required if the survey were based on simple random sampling (design effect in relation to the 'risk of poverty rate' variable = 1.0). The actual sample sizes will have to be larger to the extent that the design effects exceed 1.0 and to compensate for all kinds of non-response. Furthermore, the sample size refers to the number of valid households which are households for which, and for all members of which, all or nearly all the required information has been obtained. For countries with a sample of persons design, information on income and other data shall be collected for the household of each selected respondent and for all its members.

At the beginning, a cross-sectional representative sample of households is selected. It is divided into say 4 sub-samples, each by itself representative of the whole population and similar in structure to the whole sample. One sub-sample is purely cross-sectional and is not followed up after the first round. Respondents in the second sub-sample are requested to participate in the panel for 2 years, in the third sub-sample for 3 years, and in the fourth for 4 years. From year 2 onwards, one new panel is introduced each year, with request for participation for 4 years. In any one year, the sample consists of 4 sub-samples, which together constitute the cross-sectional sample. In year 1 they are all new samples; in all subsequent years, only one is new sample. In year 2, three are panels in the second year; in year 3, one is a panel in the second year and two in the third year; in subsequent years, one is a panel for the second year, one for the third year, and one for the fourth (final) year.

According to the Commission Regulation on sampling and tracing rules, the selection of the sample will be drawn according to the following requirements:

1. For all components of EU-SILC (whether survey or register based), the crosssectional and longitudinal (initial sample) data shall be based on a nationally representative probability sample of the population residing in private households within the country, irrespective of language, nationality or legal residence status. All private households and all persons aged 16 and over within the household are eligible for the operation.
2. Representative probability samples shall be achieved both for households, which form the basic units of sampling, data collection and data analysis, and for individual persons in the target population.
3. The sampling frame and methods of sample selection shall ensure that every individual and household in the target population is assigned a known and non-zero probability of selection.
4. By way of exception, paragraphs 1 to 3 shall apply in Germany exclusively to the part of the sample based on probability sampling according to Article 8 of the Regulation of the European Parliament and of the Council (EC) No 1177/2003 concerning

Community Statistics on Income and Living Conditions. Article 8 of the EU-SILC Regulation of the European Parliament and of the Council mentions: 1. The cross-sectional and longitudinal data shall be based on nationally representative probability samples. 2. By way of exception to paragraph 1, Germany shall supply cross-sectional data based on a nationally representative probability sample for the first time for the year 2008. For the year 2005, Germany shall supply data for one fourth based on probability sampling and for three fourths based on quota samples, the latter to be progressively replaced by random selection so as to achieve fully representative probability sampling by 2008. For the longitudinal component, Germany shall supply for the year 2006 one third of longitudinal data (data for year 2005 and 2006) based on probability sampling and two thirds based on quota samples. For the year 2007, half of the longitudinal data relating to years 2005, 2006 and 2007 shall be based on probability sampling and half on quota sample. After 2007 all of the longitudinal data shall be based on probability sampling.

Detailed information about sampling is available in Quality Reports in Related Materials.

Mode of data collection

Mixed

Abstract

In 2012, the EU-SILC instrument covered all EU Member States plus Iceland, Turkey, Norway, Switzerland and Croatia. EU-SILC has become the EU reference source for comparative statistics on income distribution and social exclusion at European level, particularly in the context of the "Program of Community action to encourage cooperation between Member States to combat social exclusion" and for producing structural indicators on social cohesion for the annual spring report to the European Council. The first priority is to be given to the delivery of comparable, timely and high quality cross-sectional data.

There are two types of datasets: 1) Cross-sectional data pertaining to fixed time periods, with variables on income, poverty, social exclusion and living conditions. 2) Longitudinal data pertaining to individual-level changes over time, observed periodically - usually over four years.

Social exclusion and housing-condition information is collected at household level. Income at a detailed component level is collected at personal level, with some components included in the "Household" section. Labor, education and health observations only apply to persons aged 16 and over. EU-SILC was established to provide data on structural indicators of social cohesion (at-risk-of-poverty rate, S80/S20 and gender pay gap) and to provide relevant data for the two 'open methods of coordination' in the field of social inclusion and pensions in Europe.

This is the 3rd version of the 2012 Cross-Sectional User Database as released in July 2015.

Geographic coverage

The survey covers following countries: Austria; Belgium; Bulgaria; Croatia; Cyprus; Czech Republic; Denmark; Estonia; Finland; France; Germany; Greece; Spain; Ireland; Italy; Latvia; Lithuania; Luxembourg; Hungary; Malta; Netherlands; Poland; Portugal; Romania; Slovenia; Slovakia; Sweden; United Kingdom; Iceland; Norway; Turkey; Switzerland

Small parts of the national territory amounting to no more than 2% of the national population and the national territories listed below may be excluded from EU-SILC: France - French Overseas Departments and territories; Netherlands - The West Frisian Islands with the exception of Texel; Ireland - All offshore islands with the exception of Achill, Bull, Cruit, Gorumna, Inishnee, Lettermore, Lettermullan and Valentia; United Kingdom - Scotland north of the Caledonian Canal, the Scilly Islands.

Analysis unit

• Households;
• Individuals 16 years and older.

Universe

The survey covered all household members over 16 years old. Persons living in collective households and in institutions are generally excluded from the target population.

Kind of data

Sample survey data [ssd]

Sampling procedure

On the basis of various statistical and practical considerations and the precision requirements for the most critical variables, the minimum effective sample sizes to be achieved were defined. Sample size for the longitudinal component refers, for any pair of consecutive years, to the number of households successfully interviewed in the first year in which all or at least a majority of the household members aged 16 or over are successfully interviewed in both the years.

For the cross-sectional component, the plans are to achieve the minimum effective sample size of around 131.000 households in the EU as a whole (137.000 including Iceland and Norway). The allocation of the EU sample among countries represents a compromise between two objectives: the production of results at the level of individual countries, and production for the EU as a whole. Requirements for the longitudinal data will be less important. For this component, an effective sample size of around 98.000 households (103.000 including Iceland and Norway) is planned.

Member States using registers for income and other data may use a sample of persons (selected respondents) rather than a sample of complete households in the interview survey. The minimum effective sample size in terms of the number of persons aged 16 or over to be interviewed in detail is in this case taken as 75 % of the figures shown in columns 3 and 4 of the table I, for the cross-sectional and longitudinal components respectively.

The reference is to the effective sample size, which is the size required if the survey were based on simple random sampling (design effect in relation to the 'risk of poverty rate' variable = 1.0). The actual sample sizes will have to be larger to the extent that the design effects exceed 1.0 and to compensate for all kinds of non-response. Furthermore, the sample size refers to the number of valid households which are households for which, and for all members of which, all or nearly all the required information has been obtained. For countries with a sample of persons design, information on income and other data shall be collected for the household of each selected respondent and for all its members.

At the beginning, a cross-sectional representative sample of households is selected. It is divided into say 4 sub-samples, each by itself representative of the whole population and similar in structure to the whole sample. One sub-sample is purely cross-sectional and is not followed up after the first round. Respondents in the second sub-sample are requested to participate in the panel for 2 years, in the third sub-sample for 3 years, and in the fourth for 4 years. From year 2 onwards, one new panel is introduced each year, with request for participation for 4 years. In any one year, the sample consists of 4 sub-samples, which together constitute the cross-sectional sample. In year 1 they are all new samples; in all subsequent years, only one is new sample. In year 2, three are panels in the second year; in year 3, one is a panel in the second year and two in the third year; in subsequent years, one is a panel for the second year, one for the third year, and one for the fourth (final) year.

According to the Commission Regulation on sampling and tracing rules, the selection of the sample will be drawn according to the following requirements:

1. For all components of EU-SILC (whether survey or register based), the crosssectional and longitudinal (initial sample) data shall be based on a nationally representative probability sample of the population residing in private households within the country, irrespective of language, nationality or legal residence status. All private households and all persons aged 16 and over within the household are eligible for the operation.
2. Representative probability samples shall be achieved both for households, which form the basic units of sampling, data collection and data analysis, and for individual persons in the target population.
3. The sampling frame and methods of sample selection shall ensure that every individual and household in the target population is assigned a known and non-zero probability of selection.
4. By way of exception, paragraphs 1 to 3 shall apply in Germany exclusively to the part of the sample based on probability sampling according to Article 8 of the Regulation of the European Parliament and of the Council (EC) No 1177/2003 concerning

Community Statistics on Income and Living Conditions. Article 8 of the EU-SILC Regulation of the European Parliament and of the Council mentions: 1. The cross-sectional and longitudinal data shall be based on nationally representative probability samples. 2. By way of exception to paragraph 1, Germany shall supply cross-sectional data based on a nationally representative probability sample for the first time for the year 2008. For the year 2005, Germany shall supply data for one fourth based on probability sampling and for three fourths based on quota samples, the latter to be progressively replaced by random selection so as to achieve fully representative probability sampling by 2008. For the longitudinal component, Germany shall supply for the year 2006 one third of longitudinal data (data for year 2005 and 2006) based on probability sampling and two thirds based on quota samples. For the year 2007, half of the longitudinal data relating to years 2005, 2006 and 2007 shall be based on probability sampling and half on quota sample. After 2007 all of the longitudinal data shall be based on probability sampling.

Detailed information about sampling is available in Quality Reports in Related Materials.

Mode of data collection

Mixed

In the three months to December 2024, average weekly earnings in the United Kingdom grew by 5.9 percent, while pay including bonuses also grew by six percent, when compared with the same period in 2023. In the same month, the inflation rate for the Consumer Price Index was 2.5 percent, indicating that wages were rising faster than prices that month. Average salaries in the UK In 2024, the average salary for full-time workers in the UK was 37,430 British pounds a year, up from 34,963 in the previous year. In London, the average annual salary was far higher than the rest of the country, at 47,455 pounds per year, compared with just 32,960 in North East England. There also still exists a noticeable gender pay gap in the UK, which was seven percent for full-time workers in 2024, down from 7.5 percent in 2023. Lastly, the monthly earnings of the top one percent in the UK was 15,887 pounds as of November 2024, far higher than even that of the average for the top five percent, who earned 7,641 pounds per month, while pay for the lowest 10 percent of earners was just 805 pounds per month. Waves of industrial action in the UK One of the main consequences of high inflation and low wage growth throughout 2022 and 2023 was an increase in industrial action in the UK. In December 2022, for example, there were approximately 830,000 working days lost due to labor disputes. Throughout this month, workers across various industry sectors were involved in industrial disputes, such as nurses, train drivers, and driving instructors. Many of the workers who took part in strikes were part of the UK's public sector, which saw far weaker wage growth than that of the private sector throughout 2022. Widespread industrial action continued into 2023, with approximately 303,000 workers involved in industrial disputes in March 2023. There was far less industrial action by 2024, however, due to settlements in many of the disputes, although some are ongoing as of 2025.

As of 2023, the average annual wage of Germany was 48,301 euros per year, a growth of almost 6,000 Euros when compared with 2000. From 2000 until 2007, wages rose by less than a thousand euros, with wage growth accelerating mainly in the period after 2010. Comparisons with rest of the EU Within the European Union Luxembourg had an average annual salary of almost 80 thousand Euros, with Germany having an annual salary comparable to other large European Countries, such as the United Kingdom and France. In neighboring Poland, the average annual salary was just over 39 thousand U.S dollars, meaning that German’s earned, on average, 20 percent more than what their Polish counterparts did. German economy slowing in 2023 While Germany initially had one of the strongest recoveries from the 2008 financial crash and as of 2020 had the largest economy in Europe its economy has started to slow in recent years. For 2023 the German economy is contracted by 0.26 percent, and while 2024 marked a slight improvement, the expectations are that 2025 remains a year of slow growth.

Estimates of the proportion and number of employee jobs paid less than the living wage in each Local Authority in Great Britain. Estimates are from the Annual Survey of Hours and Earnings (2014 – provisional).

The federally mandated minimum wage in the United States is 7.25 U.S. dollars per hour, although the minimum wage varies from state to state. As of January 1, 2024, the District of Columbia had the highest minimum wage in the U.S., at 17 U.S. dollars per hour. This was followed by Washington, which had 16.28 U.S. dollars per hour as the state minimum wage.

Minimum wage workers

Minimum wage jobs are traditionally seen as “starter jobs” in the U.S., or first jobs for teenagers and young adults, and the number of people working minimum wage jobs has decreased from almost four million in 1979 to about 247,000 in 2020. However, the number of workers earning less than minimum wage in 2020 was significantly higher, at about 865,000.

Minimum wage jobs

Minimum wage jobs are primarily found in food preparation and serving occupations, as well as sales jobs (primarily in retail). Because the minimum wage has not kept up with inflation, nor has it been increased since 2009, it is becoming harder and harder live off of a minimum wage wage job, and for those workers to afford essential things like rent.