Gender pay gap report
A yearly report of the mean and median gender pay and bonus gaps, and the share of men and women paid a bonus and in each pay quartile. Trusts with 250 or more employees must publish it on the trust's website by 30 March.
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 is it due?
- How often
- Every year
- Due by
- 30 March each year
Public authorities publish by 30 March for the 31 March snapshot of the previous year.
What's needed
Publish the gender pay gap report for the latest snapshot date on the trust's statutory information page, matching the figures reported on the GOV.UK service.
What it must contain
6 parts- Gives the mean gender pay gap in hourly payMust
- Gives the median gender pay gap in hourly payMust
- Gives the mean gender gap in bonus payMust
- Gives the median gender gap in bonus payMust
- Gives the share of men and women who were paid a bonusMust
- Gives the share of men and women in each pay quartile bandMust
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§ 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§ 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§ 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§ 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§ 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§ 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§ 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§ 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§ 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§ 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§ 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§ Regulation 2(1)
Questions schools ask
Does every school have to publish the gender pay gap report?
The official sources we check set no requirement for academies. The official sources we check set no requirement for maintained schools. It only applies to employers with 250 or more staff.
When does the gender pay gap report need to be published?
How often: Every year. Due by: 30 March each year. Public authorities publish by 30 March for the 31 March snapshot of the previous year.
What must the gender pay gap report include?
Gives the mean gender pay gap in hourly pay; Gives the median gender pay gap in hourly pay; Gives the mean gender gap in bonus pay; Gives the median gender gap in bonus pay; Gives the share of men and women who were paid a bonus; Gives the share of men and women in each pay quartile band.
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).
Changes to the official sources
The sources for this item do not publish dated change notes. Their current versions are listed above.
We last checked these sources on 21 September 2026.
Is this on your school's website?
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Official sources last checked 21 September 2026 · register version 1.0.4