The gender pay gap is set to persist for another three decades, with full parity not expected until 2056, according to recent analysis from the Trades Union Congress (TUC).
The TUC report, released on February 14, 2026, reveals a current gender pay gap of 12.8 percent, equating to an annual loss of £2,548 for the average woman worker. This means women effectively work 47 days of the year without pay, with equal pay not beginning until today’s date, according to the TUC’s calculations.
The persistent gap is attributed to a complex interplay of factors, notably women disproportionately shouldering caring responsibilities – for both children and elderly relatives – often necessitating part-time work and career interruptions. This pattern results in a significant long-term financial disadvantage for women.
Pay Gap Across Industries
The pay disparity isn’t confined to specific sectors; it permeates a wide range of industries, even those with a predominantly female workforce. In health and social care, the earning gap stands at 12.8 percent, while in education, it reaches 17 percent. Even in wholesale and retail, women experience a 10.8 percent pay gap.
The impact of the pay gap intensifies with age. Women aged 40 to 49 currently face a gap of 16.2 percent, while those aged 50 to 59 experience the largest disparity, at 19.7 percent. Women over 60 also face a substantial gap of 17.7 percent. The TUC attributes the larger gap for older women to the cumulative effect of balancing work with caring responsibilities throughout their lives, coupled with limited access to flexible working arrangements and affordable childcare.
Urging Government Action
The TUC is calling for a more aggressive government approach to accelerate progress towards equal pay. Recommendations include policies that encourage a more equitable sharing of caring responsibilities between men and women, improved access to flexible working options and increased investment in affordable childcare.
Paul Nowak, General Secretary of the Trades Union Congress, emphasized the urgency of the situation. “Women have effectively been working for free for the first month and a half of the year compared to men. In 2026 that should be unthinkable,” he stated. “With the cost of living still biting hard women simply can’t afford to keep losing out. They deserve their fair share.”
Nowak also highlighted the potential positive impact of the recently enacted Employments Rights Act, which bans exploitative zero-hour contracts. He noted that these contracts disproportionately affect women and contribute to lower earnings. However, he cautioned that without more robust and targeted interventions, the gender pay gap will continue to persist.
The TUC’s analysis underscores the significant economic and social costs of the gender pay gap. Beyond the individual financial hardship experienced by women, the gap contributes to reduced economic output, lower pension savings for women, and limited opportunities for career advancement. Closing the gap is not only a matter of fairness but also a crucial step towards fostering a more inclusive and prosperous economy.
The World Economic Forum’s Global Gender Gap Report 2025, released in June 2025, offered a broader perspective on the challenges to gender parity. The report estimates it will take 123 years to achieve full gender parity globally, a slight improvement from the 132 years projected in 2024. This progress, however, is fragile and dependent on sustained investment in developing the full potential of both women, and men.
While the global gender pay gap stands at 68.5 percent, progress is occurring at different rates across regions. The report notes that the pay gap is decreasing most rapidly in countries of the Global South, while progress in the European Union has been relatively stagnant in the 21st century. The report also highlights the importance of considering factors beyond traditional measures of pay, such as the burden of healthcare costs, which can further exacerbate the gender pay gap.
The World Bank has indicated that previous studies may have underestimated the size of the gender pay gap by not fully accounting for these additional factors. The ongoing challenge of closing the gender pay gap requires a multifaceted approach that addresses both overt discrimination and the systemic barriers that prevent women from reaching their full economic potential.
