On 1 December 2022, the House of Commons Library published Briefing Paper (Number 7068): Gender pay gap. This briefing paper provides information on the size of the gender pay gap in the UK and how it varies by factors such as age, occupation and location.
The briefing paper highlights that, based on statistics provided by the Office for National Statistics, median hourly pay (excluding overtime pay) in April 2022 for full-time employees was 8.3% less for women than for men and for part-time employees was 2.8% higher for women than for men. Median pay for all employees was 14.9% less for women than for men in April 2022 with this larger pay gap reflecting that a larger proportion of women are employed part-time, and part-time workers tend to earn less per hour.
It also notes that, in 2021, 78% of employers that were required to publish data on the gender pay gap within their organisation stated that median hourly pay was higher for men than for women in their organisation, while 13% of employers stated median hourly pay was higher for women. 9% stated that median hourly pay was the same for women as for men.
The briefing paper notes that the size of the gender pay gap depends on several factors, including those set out below.
Age – while there is little difference in median hourly pay for male and female full-time employees aged in their 20s and 30s, a substantial gap emerges among full-time employees aged 40 and over. This is linked to parenthood, with the gap between male and female hourly earnings growing gradually but steadily in the years after parents have their first child.
Occupation – the gap tends to be smaller for occupation groups where a larger proportion of employees are women.
Industry – the pay gap is largest in the financial and insurance industry, and smallest in the accommodation and food services industry.
Public and private sector – for full-time workers, the pay gap is slightly smaller in the public sector than the private sector. There is a negligible gender pay gap for part-time workers in the private sector, which contrasts with a large part-time pay gap in the public sector.
Region and nation – the full-time gender pay gap is highest in the South East of England and in the East Midlands and is negative in Northern Ireland.
Pay – the highest earners have a larger pay gap than the lowest earners.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
