In April 2024, it narrowed from 7.5%, according to the Office for National Statistics (ONS), but this amount rises when factoring in all employment roles.
This is because more women have part-time jobs than men, so for all employment, the gap is almost double at 13.1%, but dropped from 14.2% in April 2023.
The full-time (minimum of 30 paid hours) median hourly earnings for men, without overtime considered, was £19.24 – for women, this was £17.88.
But, it was a different story for part-time employees in 2024, for whom the median pay was £13 per hour for men but £13.40 for women.
The areas with the widest earnings gap were the South East of England and London, where employees earn the highest wages.
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Since 1997, the gap has shortened in those two areas to 13.3% and 12.4%, from 20.1% and 15.1% respectively.
However, other areas in the UK have seen the disparity drop far higher, like Northern Ireland, which has the smallest gap in pay of just 0.8% for full-time employees.
This is closely followed by the next-smallest gaps in Wales and Scotland, which represent a 1.9% and 2.2% gap in what men and women earn, on average.
Further, the gender pay gap widens the older you get, with women in full-time employment aged over 40 years old experiencing more of a difference than those under that age.
The ONS noted the gender pay gap is prominent among the skilled trade occupation roles and lowest in the leisure and caring sectors.
In terms of job type, in April 2024 there were the biggest gaps in pay between men and women as financial managers/directors, floorers and wall tilers.
’16 years for gender pay gap to close’
Despite the declining gap in earnings between men and women, plus predictions it will get even smaller next year, Paul Nowak, the Trades Union Congress’ (TUC’s) general secretary, feels the pace of change is too slow.
Nowak said: “The gender pay gap is closing at a snail’s pace. At this rate, it will still take 16 years to close.
“We need bolder action so that we don’t consign another generation of women to pay inequality. Labour’s Employment Rights Bill will require large employers to set out clear action plans on how they will close their gender pay gaps, rather than just reporting what they are doing.”
Nowak added: “We also know that fixing care is critical to raising women’s earnings, as they bear the brunt of caring responsibilities.
“The Employment Rights Bill will help by introducing fair pay agreements to stop the race to the bottom on pay and conditions in care work. And it will help to recruit and retain staff.
“And we desperately need more flexible, affordable and accessible childcare for all families that works around shifts, weekend work and irregular working patterns.”
