Good practice

Obligación de divulgación de la brecha salarial de género en el Reino Unido (Equality Act 2010 / Reglamentos 2017)

United Kingdom · London · See the United Kingdom profile

Desde abril de 2017, todos los empleadores del Reino Unido con ≥250 trabajadores deben publicar anualmente datos sobre la brecha salarial de género. Más de 10.700 empleadores informan anualmente; la brecha salarial mediana cayó del 16,8% (2016) al 13,3% (2023, OCDE), una reducción de 3,5 pp. El modelo inspiró directamente la Directiva de la UE sobre Transparencia Retributiva (2023/970/UE).

10,700+

Empleadores que informan anualmente

16.8% → 13.3% (−3.5pp)

Brecha salarial de género mediana (OCDE) (2016–2023)

Obligación de divulgación de la brecha salarial de género en el Reino Unido (Equality Act 2010 / Reglamentos 2017)

Details

Maturity: Established
Promoter: UK Government Equalities Office / Equality and Human Rights Commission (EHRC)
Period: 2017–present
Keywords: gender pay gap, pay transparency, employment law, equal pay, reporting

Context

Desde abril de 2017, la Equality Act 2010 (Reglamento de 2017) obliga a todos los empleadores del Reino Unido con 250 o más empleados a publicar anualmente datos sobre la brecha salarial de género.

Results

Más de 10 700 empleadores informan ahora anualmente; la brecha salarial de género mediana de la OCDE bajó del 16,8% (2016) al 13,3% (2023). El modelo inspiró directamente la Directiva de la UE sobre Transparencia Retributiva.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

Where this practice's information was retrieved from, and when.

C-NAPSE web research — accessed 2026-06-21
UK Government Equalities Office / Equality and Human Rights Commission (EHRC) — accessed 2026-06-21
UK Government – Gender pay gap reporting overview — accessed 2026-06-21
ONS – Gender pay gap in the UK: 2023 — accessed 2026-06-21
World Bank – Pay transparency policies (UK & Denmark) — accessed 2026-06-21
OECD – Gender wage gap indicator — accessed 2026-06-21

Attachments

Source image

Quality score: 100/100

How is this calculated?

Evidence: Observational / pre–post

Top 1% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability3/3

The UK model directly inspired the EU Pay Transparency Directive (2023/970/EU), Ireland's GPG Regulations (2022), and Australia's WGEA reforms (2023); it is the international benchmark for mandatory pay disclosure.

Impact on gender equality1/1

OECD data show the UK median gender wage gap fell from 16.8% (2016) to 13.3% (2023), a 3.5 pp reduction; over half of reporting employers improved their median gap vs their 2017–18 baseline.

Effectiveness1/1

Over 10,700 employers report annually (near-universal compliance); majority show improvement; World Bank research confirms pay transparency causally narrows gender pay gaps.

Efficiency1/1

A statutory reporting mandate achieves mass coverage at low regulatory cost; employer self-reporting and a public portal minimise administrative burden while maximising accountability.

Evaluated outcomes1/1

OECD annual wage gap data, ONS annual bulletin, UK Government monitoring, World Bank research (Cortés & Pan 2023), and LSE/University of Bath academic evaluations provide independent evidence.

Sustainability1/1

Annual reporting obligation continuously in force since April 2017; EHRC enforcement powers; no sunset clause; cross-party political support; extended to public sector.

Achievement / evidence1/1

Over 10,700 employers report annually covering ~15 million employees; 3.5 pp documented pay-gap reduction (OECD 2016–2023); model exported via EU Directive to 27 member states.

Gender-mainstreaming embedding1/1

Pay equity embedded in the Equality Act 2010; reporting covers bonus gaps and pay quartile distribution, structurally exposing intersecting inequalities beyond headline pay.

Curator validation1/1

Sources: ONS, UK Government, EHRC, OECD, World Bank research blog, peer-reviewed academic studies — all independently verifiable from authoritative institutions.

Cite this

Evidoria. Obligación de divulgación de la brecha salarial de género en el Reino Unido (Equality Act 2010 / Reglamentos 2017). Persistent ID: d5a85250-c9a5-4768-956c-48b68c98c145.

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