Gender pay gap report: what to publish on your trust website
If your trust has 250 or more employees, your trust's website needs a yearly report of the gender pay and bonus gaps across your staff.
Check this on my websiteWho it applies to
- Published on
- The academy trust's website
- School type
- Academies
- School stage
- All stages, from early years to sixth form
- Only applies to
- Employers with 250 or more staff
- Does not apply to
- No school types are excluded
When it's due
By 30 March each year
Based on pay on 31 March the year before.
What's needed
Publish the gender pay gap report for the latest snapshot date on the statutory information page on your trust's website by 30 March each year, matching the figures reported on GOV.UK.
What it must contain
6 parts- Gives the mean gender pay gap in hourly payMust: Required by law, statutory guidance or the academy's funding agreement.
- Gives the median gender pay gap in hourly payMust: Required by law, statutory guidance or the academy's funding agreement.
- Gives the mean gender gap in bonus payMust: Required by law, statutory guidance or the academy's funding agreement.
- Gives the median gender gap in bonus payMust: Required by law, statutory guidance or the academy's funding agreement.
- Gives the share of men and women who were paid a bonusMust: Required by law, statutory guidance or the academy's funding agreement.
- Gives the share of men and women in each pay quartile bandMust: Required by law, statutory guidance or the academy's funding agreement.
What the official sources say
Set out in 2 official sources:
Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 — gender pay gap for public authorities (same SI as src:ea-specific-duties-2017)
A relevant public authority must publish, for 2017 and each subsequent year, the following information— a the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see paragraph 8); b the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see paragraph 9); c the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees (see paragraph 10); d the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees (see paragraph 11); e the proportions of male and female relevant employees who were paid bonus pay (see paragraph 12); and f the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands (see paragraph 13).
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 2(1)
The relevant public authority must publish the information required by sub-paragraph (1) within the period of 12 months beginning with the snapshot date.
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 2(2)
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“snapshot date” means the 31st March in the year to which the information required by paragraph 2 relates.
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 1(1)
The requirement in paragraph 2(1) to publish information is a requirement that that information be published on the public authority's website— a in a manner that is accessible to all its employees and to the public; and b for a period of at least three years beginning with the date of publication.
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 14(1)
A relevant public authority must also publish the information required by paragraph 2(1) on a website designated for that purpose by the Secretary of State.
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 14(2)
The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees must be expressed as a percentage of the mean hourly rate of pay of male full-pay relevant employees and is to be determined as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 8
The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees must be expressed as a percentage of the median pay of male full-pay relevant employees and is to be determined as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 9
The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees must be expressed as a percentage of the mean bonus pay paid to male relevant employees and is to be determined as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 10(1)
The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees must be expressed as a percentage of the median bonus pay paid to male relevant employees and is to be determined as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 11(1)
The proportion of male relevant employees who were paid bonus pay must be expressed as a percentage of male relevant employees and as is to be determined as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 12(1)
The proportion of male full-pay relevant employees within each quartile pay band must be expressed as a percentage of the full-pay relevant employees within that band as follows—
Must: Required by law, statutory guidance or the academy's funding agreement.§ Schedule 1, paragraph 13(1), Step 3
Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (SI 2017/172)
A relevant employer must publish, for 2017 and each subsequent year, the following information— a the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 8); b the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees (see regulation 9); c the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 10); d the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees (see regulation 11); e the proportions of male and female relevant employees who were paid bonus pay (see regulation 12); and f the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands (see regulation 13).
Must: Required by law, statutory guidance or the academy's funding agreement.§ Regulation 2(1)
Questions schools ask
Do academy trusts have to publish a gender pay gap report?
Academies and maintained schools must. It only applies to employers with 250 or more staff.
What does a gender pay gap report need to include?
Mean gender pay gap in hourly pay; median gender pay gap in hourly pay; mean gender gap in bonus pay; median gender gap in bonus pay; share of men and women who were paid a bonus; share of men and women in each pay quartile band.
When is the gender pay gap report due?
By 30 March each year. Based on pay on 31 March the year before.
Where does the requirement for the gender pay gap report come from?
It is set out in Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 — gender pay gap for public authorities (same SI as src:ea-specific-duties-2017) and Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (SI 2017/172).
Recent changes to the official guidance
The official sources for this requirement don't publish dated change notes. We check them for changes ourselves.
We last checked these sources on 21 September 2026.
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Official sources last checked 21 September 2026 · register version 1.0.4