Equal Pay Day falls on March 25th 2025 — a stark reminder that, on average, women in the UK work over three months longer than men to earn the same annual salary.
For employers and recruitment agencies alike, it’s a crucial opportunity to reflect on how we influence pay equity and what we can do to accelerate progress. Because closing the gender pay gap isn’t just a matter of compliance — it’s a matter of fairness, trust, and long-term business success.
What Is Equal Pay Day and What Does It Represent?
Equal Pay Day marks the symbolic date when women’s average earnings catch up to what men earned in the previous year.
This year, “Women’s Pay Day” in the UK fell on 16 February 2025, meaning women effectively worked for free for the first 48 days of the year compared to their male counterparts.
Despite the UK’s progress since mandatory gender pay gap reporting began in 2017, the median pay gap still stands at 13.1%. If current trends continue, it could take over three decades to close the gap entirely.
Gender Pay Gaps: UK Snapshot and Global Context
The gender pay gap is not distributed evenly:
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England reports a higher-than-average gap at 14.1%
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The North East fares better with a gap of 11.1%
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The finance and insurance sector shows the largest disparity at 29.8% — meaning women in these industries work unpaid until 18 April
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Even in female-dominated sectors like caring and leisure, pay gaps persist
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Scotland leads the UK in progress, reducing its gap from 11.8% in 2022 to 8.3% in 2023
On a global scale, the UK’s gap aligns with the OECD average of 13.1%. While countries like Luxembourg have reversed the gap (-0.7%), others, like Germany, report gaps exceeding 17%.
Why the Gender Pay Gap Still Exists in 2025
While there’s no single cause, the gap is rooted in systemic issues:
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Unpaid caregiving responsibilities, particularly for older women
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Occupational segregation — women overrepresented in lower-paid roles
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Lack of pay transparency
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Limited access to leadership roles
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Bias (conscious or unconscious) in hiring and promotion processes
6 Ways Employers and Recruiters Can Close the Gender Pay Gap Together
As recruiters, we work with employers daily on shaping the talent pipeline. Here’s how we can team up to drive lasting change:
1. Promote Salary Transparency
Include salary bands in job ads and avoid asking candidates about previous earnings. This levels the playing field and reduces negotiation-based pay gaps.
2. Design Inclusive Job Descriptions
Avoid gender-coded language, highlight flexible working options, and be explicit about development opportunities. These changes attract a broader range of candidates and improve conversion.
3. Use Structured Hiring Processes
Encourage consistent interviews, use scoring criteria, and consider anonymised CVs to limit bias. Diverse panels also help reduce unconscious preferences.
4. Audit and Benchmark Pay Regularly
Annual internal audits can uncover hidden pay gaps. Recruitment partners can provide market benchmarks to ensure fair, competitive offers.
Want insights by sector? Explore our Market Insights for salary guides across technology, iGaming, Tech Retail, Events, Conferencing and Exhibitions, SAP, and more.
5. Support Returners and Career-Break Talent
Help create re-entry routes for those who’ve taken time out — often women — and ensure their pay reflects skills, not time out of the workforce.
6. Turn Gender Pay Gap Reports into Action Plans
Publishing numbers isn’t enough. Build transparent, accountable strategies that go beyond compliance — and make them part of your EVP (Employer Value Proposition).
Equal Pay Is More Than Policy — It’s Smart Business
Addressing pay inequality improves:
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Retention: employees stay where they feel valued
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Reputation: builds trust with clients, candidates, and consumers
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Performance: diverse, inclusive teams outperform less diverse counterparts
As your recruitment partner, we’re here to help you build fairer, more inclusive hiring strategies that close gaps — not widen them.
Let’s Make Equal Pay Day Obsolete
Equal Pay Day should be a milestone we leave behind, not one we mark year after year.
At Eligo, we believe in working with clients who are committed to equity, transparency, and building future-fit teams. Whether you’re just starting your journey or looking to take the next step, we can help.
👉 Let’s talk about how your hiring practices can support pay equality — and how we can help. Contact us
Frequently Asked Questions
What’s the difference between equal pay and the gender pay gap?
Equal pay means paying men and women the same for the same job. The gender pay gap measures the overall difference in earnings between men and women across an organisation.
Do I need to publish my gender pay gap data?
If your company has over 250 employees, yes. But even smaller businesses benefit from internal audits and transparent policies.
How can recruitment partners support pay equity?
By advising on salary benchmarks, avoiding biased shortlists, designing inclusive job ads, and helping you embed equity into your hiring process from day one.
Sources:
https://www.equalpaytoday.org/gender-pay-gap-statistics/
https://www.pwc.co.uk/services/economics/insights/women-in-work-index.html
https://www.tuc.org.uk/news/tuc-gender-pay-gap-means-women-work-first-48-days-year-unpaid
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