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Statutory guidance

Gender pay gap reporting: guidance for employers

Guidance for employers on gender pay gap reporting, including preparing your data and making your calculations.

Updates to this page

From:
Government Equalities Office and Women and Equalities Unit
Published:
27 February 2023
Last updated:
21 May 2026
Show all updates

  1. The chapters on ‘Preparing your data’ and ‘Making your calculations’ have been updated following the Supreme Court ruling on the definition of sex in the Equality Act 2010. In ‘Preparing your data’, the section ‘Recording employees’ gender’ has been replaced by a section ‘Recording employees’ sex’, which includes information about what to do if an employee has a Gender Recognition Certificate (GRC). In ‘Making your calculations’, some references to ‘gender’ have been updated to refer instead to ‘sex’.

  2. Updated content in the 'Overview' and 'Closing your gender pay gap' sections, to link to new guidance on creating an action plan for employers with over 250 employees.

  3. A banner has been added to the section 'Recording employees’ gender' in the attachment 'Preparing your data'. The banner says this section is currently under review.

  4. Replaced link to the report by the Behavioural Insights Team with updated version. Replaced text in 'Actions if you’re recruiting or promoting staff' with updated content.

  5. Added guidance on closing your gender pay gap, including understanding your gap and knowing what actions to take. This was previously published on the gender pay gap service.

  6. Moved the page on reporting your gender pay gap data into this guidance.

  7. First published.

Applies to England, Scotland and Wales

Documents

Overview

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Who needs to report

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When to report

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Preparing your data

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Making your calculations

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Report your gender pay gap data

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Closing your gender pay gap

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Details

Search and compare gender pay gap data

If you are looking for data about a specific company or sector, you can search and compare gender pay gap data.

Any employer with 250 or more employees on a specific date each year (the ‘snapshot date’) must report their gender pay gap data.

You must report and publish your gender pay gap information within a year of your snapshot date. You must do this for every year that you have 250 or more employees on your snapshot date.

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