Gender pay gap won’t close for another 30 years, warns union

Published: 05 December 2025. The English Chronicle Desk. The English Chronicle Online

The gender pay gap in the UK is projected to persist for decades, with union leaders warning that it could take another 30 years for women to achieve pay parity with men. The warning comes as the Trades Union Congress (TUC) released new analysis highlighting slow progress in reducing the disparity, despite decades of legislation aimed at promoting equality in the workplace.

According to the TUC report, women currently earn on average around 15% less than men across the UK economy. While improvements have been made since the introduction of the Equality Act 2010 and mandatory gender pay reporting, the pace of change remains frustratingly slow. The union argues that structural barriers, including occupational segregation, part-time work patterns, and limited access to senior roles, continue to entrench inequality.

Union leaders stressed that the pandemic and the resulting economic shifts have further exacerbated disparities, as women were disproportionately affected by job losses, furlough schemes, and increased care responsibilities. Sectors with high female employment, such as education, healthcare, and retail, have seen stagnating wages compared to traditionally male-dominated industries.

Speaking to the press, a TUC spokesperson said, “Despite decades of legislation and efforts by employers, women continue to face systemic obstacles in the workplace. Without urgent intervention, the gender pay gap will remain a defining feature of the UK economy for another generation.” The spokesperson called for stronger enforcement of equal pay laws, increased transparency from employers, and more support for women progressing into leadership positions.

Analysis within the report highlights that industries such as finance and technology still show significant gaps, even among similarly qualified roles. Conversely, sectors like education and public administration have narrowed disparities slightly but still fall short of true parity. The union also pointed out that part-time workers, who are disproportionately women, often experience lower pay rates and fewer opportunities for career advancement, contributing to long-term inequality.

The report emphasizes that closing the gap will require both legislative measures and cultural change within workplaces. Flexible working policies, mentorship programs, and tackling unconscious bias were identified as crucial steps alongside robust pay audits and enforcement mechanisms. Union representatives warned that relying solely on voluntary compliance from employers is insufficient to achieve meaningful progress.

Political reactions to the report have been mixed, with some parties acknowledging the urgency of the issue and pledging reforms, while others stress the need for broader economic growth and investment as a pathway to reducing disparities. Gender equality campaigners argue that incremental improvements are inadequate and that without decisive action, the economic and social cost of prolonged inequality will continue to affect generations of women.

Experts note that the gender pay gap not only affects women’s lifetime earnings but also contributes to broader societal inequalities, including retirement income disparities and financial insecurity. The TUC report estimates that unless measures are accelerated, women will remain at a disadvantage in pensions, career progression, and economic influence well into the middle of the 21st century.

Employers, meanwhile, are being urged to actively examine their pay structures and identify inequities. Mandatory reporting requirements, introduced in 2017 for companies with 250 or more employees, have raised awareness but have not uniformly led to corrective action. The union recommends extending reporting thresholds, ensuring smaller businesses also comply, and implementing stricter penalties for non-compliance.

As public awareness grows, campaigners are also highlighting the importance of intersectionality, noting that women from ethnic minority backgrounds and those with disabilities often face compounded disparities. Addressing the gender pay gap, therefore, requires comprehensive policies that take into account multiple factors affecting equality in the workforce.

The union’s warning serves as a stark reminder that legislative promises alone are not enough. While progress has been made, the current trajectory indicates that the gender pay gap will remain an entrenched challenge unless employers, policymakers, and society collectively take urgent action to address systemic inequities.

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