Zarah ChoudharyAmong full-time employees, the gender pay gap decreased by approximately a quarter over the past decade, standing at 7.0% in April 2024, down from 7.5% in 2023, according to the Office for National Statistics (ONS).
The ONS data revealed that the gender pay gap was notably wider for employees aged 40 and over.
Furthermore, high earners experienced a greater pay gap relative to lower-paid employees.
Among occupational groups, the gap was reported to be highest in skilled trades and lowest in caring, leisure, and other service occupations.
Regionally, the gender pay gap in April 2024 was more pronounced in every English region than in Wales, Scotland, or Northern Ireland.
The ONS clarified that the gender pay gap reflects the difference in average hourly earnings – excluding overtime – between men and women as a percentage of men’s average hourly earnings.
It does not represent the pay difference for men and women performing the same role, but rather an average measure across all jobs in the UK.
Paul Nowak, general secretary at Trades Union Congress, said: “The gender pay gap is closing at a snail’s pace. At this rate it will still take 16 years to close.
“We need bolder action, so that we don’t consign another generation of women to pay inequality.
“Labour’s Employment Rights Bill will require large employers to set out clear action plans on how they will close their gender pay gaps, rather than just reporting what they are doing.
“We also know that fixing care is critical to raising women’s earnings, as they bear the brunt of caring responsibilities.
“The Employment Rights Bill will help by introducing fair pay agreements to stop the race to the bottom on pay and conditions in care work. And it will help to recruit and retain staff.
“And we desperately need more flexible, affordable and accessible childcare for all families, that works around shifts, weekend work and irregular working patterns.”
