The Gender Pay Regulations have finally been published and should be implemented soon, with the first ‘snapshot date’ on which employers with over 250 employees must analyse the pay of the workforce falling on 5 April 2017, with reporting due by 4 April 2018. Results will be published both on a designated government website as well as on the employer’s own website.

However, one of the key considerations for any business will be “how do we compare against our competitors”. A specific gender pay gap may start to look more reasonable when it is clear that it’s average for the industry.

In anticipation of this, the government’s Office for National Statistics has collated data on the gender pay gap across different jobs in various sectors: click here to view. It may not come as a surprise that three of the jobs with the largest Gender Pay Gap include: construction and building trades supervisors (45.4%); financial managers and directors (36.5%); and financial institution managers and directors (34.1%). Jobs which do not have any gender pay gap include: nurses; waiters & waitresses; cleaners/domestics and the ONS figures also show that these are jobs which are filled, in the main, by women and tend to be lower paid.

What is clear from the statistics is that the majority of surveyed jobs have a gender pay gap. It is unclear whether the Gender Pay Regulations will change this, although it is clear that they are already focusing employers' minds on the issue.