Equal Pay Day: Still Fighting for Fair Pay

Equal Pay Day is the day in the year when women, on average, stop earning relative to men. It’s a milestone: a reminder that the fight for financial equality is far from over.

In the UK, the gender pay gap — the difference between the average hourly earnings of men and women — currently stands at 10.9%.

It’s unjust. It’s systemic. And it’s still happening.

Each year, we highlight the impact of unequal pay, push for policy change, and show solidarity with those women most affected. It’s one of the clearest examples of how inequality plays out in real terms and why we won’t stop until women’s work is valued fairly.

These are just not statistics. It is about women’s lives. Our independence. Our choices. We are being harmed by unequal and unfair pay.

What’s the difference between the gender pay gap and equal pay?

Equal pay means paying women and men the same for the same work. It’s been a legal requirement since 1970.

The gender pay gap is different. It’s the average difference in hourly pay between all women and all men. It reflects how jobs, pay and opportunities are still shaped by inequality.

What is Equal Pay Day?

Equal Pay Day marks the point in the calendar when, because of the gender pay gap, women start working for free compared to men. We calculate it each year using data from the Office for National Statistics.

The gender pay gap exists for many reasons such as

• Restrictive gender norms harming women’s careers
• Undervaluing and underpaying of jobs that are seen as 'women’s work'
• Toxic work cultures where sexism and misogyny are allowed to flourish.
• Lack of support in workplaces for women: especially mothers, women who experience poor health, or women going through the menopause
• Unequal household and caring responsibilities which harms women’s careers
• Pay discrimination (despite it being illegal for fifty years).

Why it matters in 2026

Progress has stalled. In some sectors, the gap is growing. The gender pay gap doesn’t fall evenly. Black and minoritised women, disabled women, and single mothers often face multiple, overlapping barriers and wider pay gaps as a result.

This isn’t inevitable. It’s the result of policies, practices and power structures that can, and must, change.

The Government has pledged to close the gap once and for all. We need to see that ambition matched with actual action. Now.

Fawcett campaigns for:

• Pay transparency and the right to know what colleagues earn
• Employers no longer seeking salary information from previous employers
• Flexible work as the default
• Better support for parents and carers
• Stronger action on workplace discrimination

How we take action

Each Equal Pay Day, at Fawcett, we:

• Publish new data and analysis
• Amplify women's voices and lived experiences
• Provide practical tools and resources
• Collaborate with employers and partners
• Call on government to do better

But our work doesn’t end with Equal Pay Day. Fighting pay inequality is a year-round effort — and it needs all of us.

Be part of the change

Fawcett is powered by members. By women and allies who are angry about injustice and ready to act. If that’s you, you’re in the right place.

Right now, your membership supports our campaign for Equal Pay Day 2025, funding the campaign to make sure the gender pay gap can't be ignored. To close the pay gap for good.

Join our movement for fair pay. become a member today

Want to see how we’ve tackled different angles of the pay gap, from the motherhood penalty to racial inequality in earnings? Explore our campaign archive → https://www.fawcettsociety.org.uk/equal-pay-day-campaign-archive