What the figures mean

The headline gap

The main figure is the median hourly gender pay gap. Employees are ordered from lowest to highest hourly pay. The woman in the middle is compared with the man in the middle.

A positive number means the median man earns more. A negative number means the median woman earns more. Neither result proves that people doing the same job receive different pay: a workforce-wide gap is different from an equal-pay comparison.

Why negative gaps need context

A gap favouring women can occur when women make up a small part of the workforce and are concentrated in better-paid roles. Employer pages therefore show workforce composition alongside a negative gap where the data supports that explanation. A negative figure is not automatically evidence of an equal workforce.

The sector comparison

Each employer is assigned to a broad sector from its filed Standard Industrial Classification code. Where no usable code was filed, the sector may be inferred from the employer name and is marked accordingly.

The sector benchmark is the median of employer-level median pay gaps in that sector for that reporting year. It is not weighted by workforce size. Very small groups and unclassified employers do not receive a benchmark.

Other measures

Mean pay gap

The mean adds everyone’s hourly pay and divides by the number of employees. It is more affected by a small number of highly paid roles. Remunify leads with the median because it describes the midpoint and is less sensitive to outliers.

Pay quarters

Each employer divides its workforce into four equally sized groups, ordered by hourly pay, and reports the share of women and men in each group. These figures help show whether one group is concentrated in higher or lower-paid roles.

Bonus figures

Employers separately report the mean and median bonus gaps and the share of women and men who received a bonus. Many employers report no usable bonus figures; Remunify leaves those measures absent rather than implying zero.

Limits and data quality

• Figures are submitted by employers and may contain mistakes or later corrections.
• Submissions outside −100% to +100% are treated as implausible. Remunify flags them and excludes them from charts and comparisons.
• Missing years remain missing. A line is not drawn through an absent filing.
• Separate legal entities file separately, even when people know them under one brand. Employer pages list similarly named filers without claiming common ownership.
• The reporting requirement generally covers employers with 250 or more employees, so the data does not describe the whole UK labour market.
• The current reporting cycle is published as submissions arrive. Remunify labels it as incomplete and uses the latest completed cycle for sector comparisons.

Source and licence

Remunify uses the public Gender pay gap service data. The underlying records are Crown copyright and reused under the Open Government Licence v3.0.