Good practice

Obligation de déclaration de l'écart de rémunération hommes-femmes au Royaume-Uni (Equality Act 2010 / Règlements 2017)

United Kingdom · London · See the United Kingdom profile

Depuis avril 2017, tous les employeurs britanniques comptant ≥250 salariés doivent publier chaque année leurs données sur l'écart de rémunération entre les sexes. Plus de 10 700 employeurs déclarent annuellement ; l'écart médian de salaire a reculé de 16,8 % (2016) à 13,3 % (2023, OCDE), soit une réduction de 3,5 pp. Le modèle a directement inspiré la Directive européenne sur la transparence des rémunérations (2023/970/UE).

10,700+

Employeurs publiant chaque année

16.8% → 13.3% (−3.5pp)

Écart salarial de genre médian (OCDE) (2016–2023)

Obligation de déclaration de l'écart de rémunération hommes-femmes au Royaume-Uni (Equality Act 2010 / Règlements 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

Depuis avril 2017, l'Equality Act 2010 (règlement de 2017) impose à tous les employeurs britanniques de 250 salariés ou plus de publier chaque année des données sur l'écart de rémunération entre les sexes.

Results

Plus de 10 700 employeurs publient désormais ces données chaque année ; l'écart salarial médian de genre de l'OCDE est passé de 16,8 % (2016) à 13,3 % (2023). Le modèle a directement inspiré la directive européenne sur la transparence des rémunérations.

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. Obligation de déclaration de l'écart de rémunération hommes-femmes au Royaume-Uni (Equality Act 2010 / Règlements 2017). Persistent ID: d5a85250-c9a5-4768-956c-48b68c98c145.

Export as decision brief (PDF)

Similar practices you may find useful

★ 96

Ireland's Gender Pay Gap Information Act 2021

Ireland

Ireland's 2021 Act mandates annual gender pay gap reporting; in the first cycle (December 2022) 500+ companies disclosed figures showing …

★ 100

Iceland Equal Pay Certification Standard (ÍST 85) — Mandatory Equal-Pay Law 2018

Iceland

Iceland's 2018 law made it the world's first country to require all employers with 25+ workers to certify gender-equal pay …

★ 96

Sweden's Mandatory Annual Pay Equity Survey (Lönekartläggning)

Sweden

Sweden's Discrimination Act requires employers with 10+ staff to conduct an annual pay equity survey (lönekartläggning) and close identified gaps …

★ 89

EU Pay Transparency Directive (2023/970/EU)

Belgium

EU Directive 2023/970 obliges employers across 27 member states to disclose salary ranges, grant employees pay-comparison rights, and report gender …