Equal Pay Day – Campaign Archive Equal Pay Day – Campaign Archive Equal Pay Day is the Fawcett Society’s flagship campaign to highlight the gender pay gap in the UK. Each year, we calculate the day when women effectively stop earning compared to men. We use it to spotlight inequality, demand policy change, and share women’s lived experiences. This page documents the campaign's evolution over time. It shows how we’ve built pressure year on year, through evidence, advocacy and action. 2025: Women are being shortchanged Equal Pay Day 2025 fell on 22 November. Our campaign focused on how the gender pay gap translates into lost earnings across women’s working lives. Not just in headline statistics, but in real pay packets. The campaign supported public understanding and engagement around Equal Pay Day by: Making the scale and consequences of pay inequality tangible at an individual level Linking pay gaps to long-term outcomes such as pensions and lifetime income Providing clear, accessible materials to support public discussion and policy debate Key campaign outputs included: An Equal Pay Day explainer designed to support media, partners and advocates to communicate the issue accurately A Gender Pay Gap Calculator enabling individuals to explore the impact of pay inequality on their own earnings Policy briefings setting out the changes needed to close the gap Equal Pay Day 2025 reinforced the scale of pay inequality in the UK and the need for sustained action to close the gender pay gap. 2024: The cost of inequality In 2024, Equal Pay Day fell on 20 November. It marked the first time in three years that the gender pay gap had widened, now at 11.3%, up from 10.7% the previous year. Our analysis showed that women are earning on average £631 less per month, or £7,572 a year, than men. We launched the Missing Money calculator, helping people see the personal cost of the pay gap and how those missing thousands could be used for heating, childcare, food or savings. Our campaign centred women’s real stories, showing the consequences of undervaluing women’s work. What we did: Published The Cost of Inequality briefing Launched the gender pay gap calculator tool Shared stories of women impacted by the gap Renewed our call for mandatory pay gap action plans Read the 2024 briefing 2023: Flexible work as a right Flexible working isn’t just a perk, it’s a vital tool for tackling the pay gap. In 2023, we showed how lack of access to flexibility forces women into lower-paid roles and part-time work, especially when managing care responsibilities. Our research showed that quality flexible jobs are out of reach for too many. We called for flexible working to be the default across all roles, and we partnered with employers to shift practice. What we did: Published Making Flexible Work report Called for flexible working as the default from day one Shared case studies from women and employers Partnered on practical guidance with industry leaders Read the 2023 briefing and the explainer 2022: Women’s missing money In 2022, we examined how the cost-of-living crisis was compounding the gender pay gap. Our analysis found that women were losing £564 per month, with more than half saying that extra money would help with essentials like energy bills or mental health support. We focused on real-life impact; women told us how the pay gap meant going without heating, delaying maternity leave, or having to take on extra jobs. What we did: Released data on pay gaps and their human cost Shared case studies showing the real effects of inequality Engaged media and supporters to amplify the findings Explore our 2022 campaign 2021: End salary history Salary history questions in recruitment lock in inequality. In 2021, we joined forces with grassroots campaigners from Fawcett East London to launch #EndSalaryHistory — calling on employers to stop asking what candidates earned previously. Our Ending Salary History briefing showed that in the US, where 21 states have banned the practice, both gender and ethnicity pay gaps have started to narrow. We urged UK employers to lead the way — and over 100 pledged to drop the question. What we did: Published Ending Salary History briefing Secured 100+ pledges from employers to end the practice Showcased international evidence of impact Amplified local feminist activism from Fawcett East London Read the 2021 briefing 2020: The coronavirus crossroads In 2020, the pandemic exposed and deepened inequalities. Women faced furlough, job loss, and a rise in unpaid care. We warned that recovery plans risked leaving women behind and called for a rethink of how we value work and care. Our Coronavirus Crossroads report showed that rapid policy change is possible. We pushed for that same urgency to be applied to gender equality. What we did: Published The Coronavirus Crossroads report Highlighted risks to workplace equality post-pandemic Called for gender-aware recovery planning Read the 2020 report Earlier campaigns We’ve been leading Equal Pay Day since 2014. Previous years have focused on: The motherhood penalty and caring responsibilities Ethnicity and disability pay gaps Pay secrecy and the need for transparency The role of employers in closing the gap Each year builds on the last, pushing forward evidence-based solutions, public pressure, and legislative change. Equal Pay Day is more than a date. It’s a movement. Join the fight for fair pay – become a Fawcett member Related Information: Read our report with the Runnymede Trust on pay and progression of women of colour, Broken Ladders Read The Ethnicity Motherhood Pay Penalty, our report on the compounding effects of the gender and ethnicity pay gaps Make use of our Equal Pay Advice Service Manage Cookie Preferences