{"id":6854,"date":"2026-04-08T22:05:18","date_gmt":"2026-04-08T21:05:18","guid":{"rendered":"https:\/\/marriott-stats.com\/nigels-blog\/?p=6854"},"modified":"2026-04-16T09:07:49","modified_gmt":"2026-04-16T08:07:49","slug":"pay-gap-trends-the-latest-data-for-2025","status":"publish","type":"post","link":"https:\/\/marriott-stats.com\/nigels-blog\/pay-gap-trends-the-latest-data-for-2025\/","title":{"rendered":"Pay Gap Trends #9 – Employer Gender Pay Gaps in 2025 – The Numbers"},"content":{"rendered":"

The deadline for employers to submit their 2025 gender pay gap data has now passed.\u00a0 So what do the numbers tell us about what happened in 2025?\u00a0 How have these changed since 2024 and 2017 when employer gender pay gap reporting (GPGR<\/strong>) became mandatory?\u00a0 Read on to find out the answers and why I have concerns about the government’s plans to make it mandatory for employer to publish action plans to reduce their gender pay gaps<\/a>.<\/p>\n

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Where to find the latest data for employers<\/strong><\/span><\/h5>\n

Section 78 of the Equality Act 2010<\/a> requires these employers to submit their gender pay gap data to the government portal here<\/a>.\u00a0\u00a0<\/span><\/p>\n

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  1. All private sector employers in Great Britain with a headcount of 250 or more.<\/li>\n
  2. All public sector employers in England with a headcount of 250 or more.<\/li>\n<\/ol>\n

    These are what I will call Mandated Employers.<\/strong>\u00a0 Some Voluntary Employers<\/strong> also choose to submit their data.\u00a0 These include <\/span>Scottish & Welsh public sector employers, Northern Irish employers and British private sector employers with headcounts under 250. The last category is easy to identify in the government database but as yet, but the first three categories are not flagged separately.\u00a0 For now, only the last category are recorded as voluntary employers with the first three categories recorded as mandatory employers.<\/p>\n

    I have downloaded all employer data since 2017 (mandated & voluntary) for 15,491<\/strong> legal entities as of 5th April 2026<\/strong>.\u00a0 I’ve made this available to you via this Microsoft Excel spreadsheet Gender Pay Gap Data & Chart Tool – 2026 v6.0<\/strong><\/span><\/a>.\u00a0 You can find more information about my spreadsheet here<\/a>.<\/p>\n

    The specific calculations employers must submit are here<\/a>.\u00a0 From April 2027 (subject to parliament amending section 78 of the Equality Act), mandated employers will also have to submit the same calculations for their ethnicity and disability pay gaps.\u00a0 A link to the government’s proposals and my thoughts on these can be found here<\/a>.<\/p>\n

     <\/p>\n

    How many employers submitted 2025 snapshot data?<\/strong><\/span><\/h5>\n

    \"\"10,543<\/strong> legal entities submitted data but some have inadvertently reported data twice for the same legal entities.\u00a0 Where I identify such duplicates, they are deleted from my downloadable spreadsheet noted in the previous section.\u00a0 From now on, I do not count these duplicates and so you may see some discrepancies between the chart to the left and later charts and tables.<\/p>\n

    So far, the number of legal entities submitting data is 200<\/strong> lower than those submitting as of 5th April last year for the 2024 snapshot dates.\u00a0 Is this because there are 200 fewer employers available to report or did the Easter holiday straddling the deadline catch some employers out?\u00a0 \"\"The table to the right shows there are 1075<\/strong> employers who submitted 2024 snapshot data but who have not yet submitted 2025 data.\u00a0 We know from the 2023 column in this table that ~440<\/strong> of these will not be submitting 2025 data due to them either going bust, merging with another legal entity or falling below the 250 headcount threshold.\u00a0 For now, I expect a further 600 to 800<\/strong> employers to submit their 2025 snapshot data at some point over the next 12 months.<\/p>\n

    Of the 10,538<\/strong> submissions for 2025 (after removal of duplicates), 410<\/strong> were made by voluntary reporters.\u00a0 I will ignore these going forward and concentrate on the 10,128<\/strong> mandated reporters as of 5th April 2026.<\/p>\n

     <\/p>\n

    How many employers submitted incorrect data?<\/strong><\/span><\/h5>\n

    494<\/strong> mandated employers submitted 2025 snapshot data with obvious mathematical errors.\u00a0 The most common error by far is what I call a flip error<\/strong> which is when either the pay quarters are entered the wrong way around, men are entered as women and vice versa or the pay gap is entered as favouring men when it should favour women and vice versa.\u00a0 I’ve explained flip errors on many occasions in the past<\/a> and Public Health Wales<\/a> are just one of the latest examples in 2025.\u00a0 As you can see, their 2025 submission states they flipped from a 73%<\/strong> female workforce in 2024 to a 72%<\/strong> male workforce in 2025 which is clearly nonsense.\u00a0 By the laws of maths, had this in fact happened, the median pay gap would be in favour of women rather than in favour of men as submitted.<\/p>\n

    \"\"<\/p>\n

    From now on, I will ignore employers with suspect data and concentrate on the 9,635<\/strong> mandated employers who submitted 2025 snapshot data with no obvious errors.\u00a0 However, in my experience, a further ~10%<\/strong> of these will have made errors in their data but these can only be detected with more detailed analysis.\u00a0 For example, I note Olleco entered men as women in their lower & lower middle pay quarters in 2025<\/a>.\u00a0 Had they also made the same mistake with their upper and upper middle pay quarters, this would have been a full flip error that my algorithm would have flagged but the half flip error here is not yet part of my algorithm.\"\"<\/p>\n

     <\/p>\n

    Median Gender Pay Gaps in 2025<\/strong><\/span><\/h5>\n

    When the 9,635<\/strong> mandated employers with no obvious errors are sorted in order of their median gender pay gap, I find the median mandated employer (the 4818th<\/strong> employer) is the wholesaler TD Synnex UK Ltd.<\/a>\u00a0 At this employer, for every \u00a31<\/strong> paid per hour to the median man on 5th April 2025,<\/strong> the median woman was paid 91.3p<\/strong> or 8.7%<\/strong> less.<\/p>\n

    However, the variation between employers in terms of their reported pay for their median woman is considerable as can be seen in this chart\"\" showing the distribution of median woman’s pay.\u00a0 The bars are colour coded as follows assuming the median man is paid \u00a31<\/strong> per hour –<\/p>\n