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.

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

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.

Results of statistical modelling exploring linear regression and Blinder-Oaxaca decomposition.

Annual Survey for Hours and Earnings data to support the 'Understanding the gender pay gap' article.

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

Ein Papier, in dem dargelegt wird, wie das geschlechtsspezifische Lohngefälle in künftigen statistischen Bulletins des ONS dargestellt wird

Quelle: Amt für nationale Statistik

Bezeichnung: Nationale Statistiken

Sprache: Englisch

Alternativer Titel: Darstellung des geschlechtsspezifischen Lohngefälles: Positionspapier von ONS

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

Context

In the United Kingdom, it's mandated by law that any organization employing over 250 individuals must disclose their gender pay gap data annually. This is not to be mistaken with equal pay, which is the legal obligation to pay men and women the same for equivalent work. The gender pay gap, on the other hand, is a broader measure that looks at the average differences in pay, seniority, and career advancement between male and female employees. This makes it a more potent indicator of gender equality and institutional bias within organizations.

Content

Geography: United Kingdom

Time period: 2018-2023

Unit of analysis: UK Gender Pay Gap

Dataset: This dataset currently contains data collected by the Gender Pay Gap Service for the 2018 to 2023 reporting years. More data will be added as it becomes available.

At present, the Gender Pay Gap Service only provides data downloads in CSV format, divided by the reporting year. This dataset amalgamates all the available CSV files, with column descriptions and file introductions informed by my firsthand experience working on the Gender Pay Gap Service website for the Government Equalities Office.

Variables

Employers with 250 or more employees must publish and report specific figures about their gender pay gap

From 2017, any organisation that has 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. For example, ‘women earn 15% less than men per hour’.

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" 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.

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.

Differences between male and female commute times and earnings, Great Britain. Annual Survey of Hours and Earnings (ASHE).

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for National Shared Services Office. Data is available for 2022-2025 for most companies.

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 Housing, Local Government and Heritage. Data is available for 2022-2025 for most companies.

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.