New research reveals the lifelong salary gap for women in Britain facing £93,000.
New analysis shows that women in the UK have lost more than £93,000 in their 40-year careers due to the gender pay gap.
Research by the Immediate Office shows how inequality between men and women in the workplace has contributed to a significant shortage of lifelong shortages for women over time, directly affecting pensions, savings, and long-term financial security.
The average salary for full-time workers in the UK is £37,430 in 2024, up £2,467 the previous year. Graduates are expected to start on average for £31,000 in 2025, although they depend on the industry and region.
Salaries usually climb with age, peaking in 40-49 aircraft. As workers moved from their 20s to their 30s, the average income in the year grew by £7,696, the most eye-catching jump.
However, even at the entry level, there are gaps. Men aged 18-21 years old will average £520 more per year than women. By the time the staff reaches its 40s, the difference grows to nearly £3,000 a year – although this is the peak of both genders.
The average gender pay gap in the UK is 9%, but has grown steadily throughout its career.
- Men in their 30s earn an average of £1,664 more per year than women.
- By the age of 40, the gap had widened to £2,756 a year.
- In her 50s, women earn £3,484 less each year than their male peers.
Over the course of forty years, these small annual gaps have accumulated to a lifetime shortage of £93,392. And this number can’t even explain the competitive effects of lower pension donations, bonuses or investment opportunities. With these in mind, the real cost could be over £100,000.
| Age range | Average salary for men | Average wages for women | Yearly gap | Difference on the bracket | Cumulative gap |
|---|---|---|---|---|---|
| 18-21 | £24,960 | £24,440 | £520 | £2,080 | £2,080 |
| 22–29 | £33,176 | £32,292 | £884 | £7,072 | £9,152 |
| 30–39 | £41,652 | £39,988 | £1,664 | £16,640 | £25,792 |
| 40–49 | £45,552 | £42,796 | £2,756 | £27,560 | £53,352 |
| 50–59 | £43,940 | £40,456 | £3,484 | £34,840 | £88,192 |
| 60–61 | £38,636 | £36,036 | £2,600 | £5,200 | £93,392 |
The gender pay gap is not only an inequality of “time”. It shapes a woman’s entire financial trajectory, resulting in a decrease in pension cans, a decrease in disposable income from investments, and a greater financial shock vulnerability.
It also has broader economic consequences, thereby reducing the total spending capacity and productivity of half of the labor force.
Experts say meaningful changes require employers to take action. Strategies include:
- Conduct regular compensation reviews to ensure equality across roles.
- Introduce transparent salary bands so employees can see how they progress.
- Support women’s career development through guidance and equitable promotion practices.
- Provide flexible work and parental leave to help women balance career and care responsibilities.
- Monitor recruitment and promote practices to reduce bias.
- Invest in professional development equally in transgender.
Although women can and should advocate for their own value, it is the responsibility of employers to address systemic imbalances. Without change, millions of women will face career fines simply because of women.
As the analysis makes clear, coping with the gender pay gap is more than just fairness today – it is ensuring equality of opportunity, wealth and security throughout your life.
