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Gender pay gap reporting

FY2 Adele Flowerdue and George Allan at work in the emergency department of North Manchester General hospital. manc160915. full consent.

From 31 March 2017, many UK employers will have to publish gender pay gap information. This shows the difference between the average earnings of men and women.

  • What is the gender pay gap?

    The gender pay gap shows the difference between the average (mean or median) earnings of men and women working for an organisation.

    It is expressed as a percentage of men’s earnings. For example, if an organisation has a gender pay gap of 15%, women’s average earnings there are 15% less than men’s.

    Gender pay gaps can highlight a range of issues, including:

    • the unequal impact of caring responsibilities on women’s and men’s careers
    • a concentration of women in lower paid roles
    • women being less likely to reach senior management levels
  • New reporting regulations

    From 31 March 2017, all public sector organisations in England employing 250 or more staff will have to publish gender pay gap information.

    Large private and voluntary sector organisations in England, Wales and Scotland will also have to publish gender pay gap information from 6 April 2017.

    Organisations will be required to publish this information annually, on their website and on a government website.

    They will also be encouraged to publish an accompanying statement explaining what action they are taking to address gender pay differences. However, this is not mandatory.

    The BMA will be publishing its own gender pay gap, accompanied by a narrative report.

  • Why measure the gender pay gap?

    The new regulations are intended to focus employers’ attention on the reasons for any gender pay gap in their organisations.

    They can then take action to reduce the pay gap, such as offering more training and support for women or improving flexible working opportunities.

    In addition, being transparent about gender pay differences will help demonstrate employers’ commitment to equality. This will encourage their staff to get involved in the debate too.

  • What you can do

    You can help make sure your employer publishes useful gender pay gap information.

    • Ask them how they are preparing for gender pay gap reporting and what information they will give. Employers aren’t required to publish specific information for certain roles (eg doctors), nor give an explanation of their figures – but may do if you request this.
    • Discuss the issue with your local BMA representatives and staff. Include it on the agenda for meetings and forums.
    • Once your employer has published its pay gap information, see how this compares to other similar employers. Ask your employer about plans to discuss their findings with staff and how they plan to address gender pay differences.
    • Write to your trust – Template letter for LNCs
    • Letter to LNC chairs (England) – Gender pay gap reporting: obtaining medical workforce data
  • More information