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.

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 2025 Between November 2021 and July 2023 inflation was higher than wage growth in the UK, with wages still outpacing inflation as of March 2025. 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 fell to 2.5 percent in 2024, but is forecast to increase to 3.2 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.

Data on the average United Kingdom (UK) civil service salary as on August 26,2020, by responsibility level and gender shows that as of this date, men earned, on average, more than women at almost all levels of the civil service.

Data on the average annual gross salary percentiles in the United Kingdom (UK) in 2020, by gender, shows that while women's average annual gross pay for the tenth percentile was around 6.8 thousand British pounds in 2020, the male average was more than twice as high in the same percentile. The female percentile with the highest annual pay averaged at 45.3 thousand British pounds, but was exceeded by the male average by 65 thousand in 2020.

This statistic displays the most popular payment methods for online purchases in the United Kingdom (UK) in 2020. During the survey period in 2020, it was found that 51 percent of respondents preferred to pay via credit or debit card when they shopped online. Direct payment through bank was unpopular: one percent of respondents chose this as their preferred method of payment.

Average weekly earnings at sector level headline estimates, Great Britain, monthly, seasonally adjusted. Monthly Wages and Salaries Survey.

During a 2025 survey carried out among marketers from the United Kingdom, it was found that ethnic minorities earned more than 13 percent less than white marketers. The gap widened in the most recent year by nearly five percentage points.

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.

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

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.

Annual estimates of paid hours worked, weekly, hourly and annual earnings for UK employees by sex, and full-time and part-time, by region and four-digit Standard Occupational Classification.

The Average Salary chart presents a clear visualization of the salary progression for graduates from Lincoln Technical Institute-New Britain from 2020 to 2023, illustrating the yearly average salary trends. Additionally, the chart compares these figures with the overall average salary trends of graduates from all schools, providing a comprehensive view of how Lincoln Technical Institute-New Britain’s graduates stand in terms of earning potential relative to their peers nationwide. This data is crucial for prospective students assessing the ROI of their education at Lincoln Technical Institute-New Britain.

Annual estimates of paid hours worked and earnings for UK employees by sex, and full-time and part-time, by region, and public and private sector, and non-profit bodies and mutual associations. Hourly and weekly estimates are provided for the pay period that included a specified date in April. They relate to employees on adult rates of pay, whose earnings for the survey pay period were not affected by absence. Estimates for 2020 and 2021 include employees who have been furloughed under the Coronavirus Job Retention Scheme (CJRS). Annual estimates are provided for the tax year that ended on 5th April in the reference year. They relate to employees on adult rates of pay who have been in the same job for more than a year.

In 2019/2020, asked in a survey whether or not they would be willing to pay extra for free-range or enhanced welfare meat products, roughly ** percent of respondents earning ***** British pounds strongly agreed that they would be willing to do so. The share of those earning ****** pounds and more disagreed slightly came to ** percent. A larger share of respondents earning ****** pounds or more agreed overall (strongly and slightly) than respondents from other income brackets.

In 2019/2020, asked in a survey whether or not they would be willing to pay extra for free-range or enhanced welfare meat products, roughly 20 percent of respondents with no children strongly agreed that they would be willing to do so. The share of those that agreed was lowest among respondents with four children. A larger share of respondents with no children agreed overall (strongly and slightly) than respondents with children.

39.8% of workers from the Indian ethnic group were in 'professional' jobs in 2021 – the highest percentage out of all ethnic groups in this role.

In 2019/2020, asked in a survey whether or not they would be willing to pay extra for free-range or enhanced welfare meat products, roughly 21 percent of female respondents strongly agreed that they would be willing to do so. The share of those who agreed strongly among male respondents came to fourteen percent. In general a larger share of female respondents agreed overall (strongly and slightly) that they would be willing to pay more than male respondents.

Annual estimates of paid hours worked and earnings for UK employees by sex, and full-time and part-time, by work-based region to local and unitary authority level.

As described in the overarching funded project description, the focus of the research is to examine the relationship between performance-related pay and stress using experimental methods. Importantly, stress is measured here both subjectively (i.e. asking the stress level of participants) and objectively (i.e. collection of salivary cortisol).

The basic experiment is generally the same across all of the experiments in the project. Subjects are recruited by using a database at the university where the experiments took place. All experimental sessions happened at 1400 to control for the diurnal patterns of cortisol. Participants were also told to avoid exercising, smoking, drinking caffeine and eating two hours before the experiment since these also affect cortisol. During the experiment, participants are told generally about the experiment and enter a 10-minute relaxation period where they can colour in a mindfulness colouring page if they wish. Then they are asked questions about their subjective stress and a baseline cortisol measurement. Next, participants are given three example maths questions to complete in their own time and then allocated their employment contract. The performance-related pay (PRP) contract is piece rate based on the number of correct answers while the minimum performance contract (nonPRP) is a flat rate once ten questions are answered correctly. Then, participants are given 10 minutes to complete as many questions of maths problems (up to 50) without the use of a calculator. The computer screen gives the number of correct answers and for the nonPRP group, a banner is shown when they answer 10 questions correctly. After the task, a screen shows how much they earned from their performance, including the show up fee. Another measure of cortisol is taken and a survey administered to collect information on subjective stress and to collect demographic information. Participants had a 10-minute rest period of colouring after which a third cortisol sample was taken. Then participants had one final 10-minute rest period after which a fourth and final cortisol sample was taken. Finally, participants were called into the control room and given their payment. Cortisol samples were frozen and after all were collected were sent to a laboratory for analysis.

In this experiment, we want to allow for a more ‘real life’ example from the labour market – building in a quality measure by deducting £0.10 for incorrect answers by those in the PRP contract. This penalty for low quality theoretically would generate more stress both because of money being potentially taken away and because participants may take more time on each question meaning less time to complete questions. Thus, in this experiment in addition to the basic description of the experiment above, the allocation of the contract type is done randomly (and thus not subject to potential selection biases) and is done into one of three conditions: nonPRP (£5 flat payment when 10 maths questions are answered correctly), standard PRP (£0.20 for each correct answer) and PRP with penalty (£0.20 for correct answers and £0.10 taken away for each incorrect answer). As with Experiments 2.1 and 1.2, the higher show-up fee of £7.50 was used to increase the sample pool.

The preliminary analysis of the data suggests that the PRP with penalty generates lower subjective stress than the PRP and nonPRP conditions, but there were no differences in the change in cortisol.