[UK] HMRC and VOA gender pay gap report and data 2025

HMRC and the Valuation Office Agency (VOA) have released an executive summary of their gender pay gap report and data for 2025. In it, they emphasise their commitment to closing the pay gap, stating that their approach goes beyond focusing solely on pay. 

The summary reads, “Our actions form part of the work we do to achieve our Public Sector Equality Duty (PSED) equality objectives

“Our equality objectives support the delivery of HMRC’s strategic objectives, one of which is to build a high-performing, skilled and engaged workforce by securing and retaining the best people, working in the right place, at the right time, with the right incentives for now and for the future.

“In 2024 to 2025, HMRC and VOA’s mean gender pay gap decreased by 0.7 percentage points to 5.0,% and the median gap decreased by 0.5 percentage points to 5.0%. The mean gender bonus gap fell by 2.8 percentage points to 17.2% in 2025. For comparison, the gap is lower than the UK overall median pay gap of 7.0% and lower than both the Civil Service median of 6.4% and mean of 6.9%.”

It continues, “Closing the gender pay gap is a long-term goal that we have been working towards for many years, and we have carried out deep dive analyses to understand the causes. These showed that the distribution of men and women in our workforce is the largest contributing factor:

• Overall, there are more women than men in lower-paid roles and more men than women in higher-paid roles – for example, 66% of colleagues working in an Administrative Assistant (AA) role were women, compared to 44% women in Senior Civil Servant (SCS) roles

• If the number of men and women at each grade, work pattern and location were equal, our mean gender pay gap would shrink to 0.1%, and our median gap would close altogether (0% gap)

“We know there is more to do to close the gender pay gap. We continue to make progress by increasing the representation of women in senior roles. From March 2024 to March 2025, the representation of women in Grade 7 roles increased from 46% to 47% and from 44% to 45% at Grade 6. At SCS grades, it dipped from 46% to 44%. With the smaller number of colleagues at SCS grades, data are more easily skewed, and we expect that the increase at grade 7 and 6 will, in time, produce a sustained balance of men and women at SCS grades.”

Source: GOV.UK

(Link and quotes via original reporting)

HMRC and the Valuation Office Agency (VOA) have released an executive summary of their gender pay gap report and data for 2025. In it, they emphasise their commitment to closing the pay gap, stating that their approach goes beyond focusing solely on pay. 

The summary reads, “Our actions form part of the work we do to achieve our Public Sector Equality Duty (PSED) equality objectives

“Our equality objectives support the delivery of HMRC’s strategic objectives, one of which is to build a high-performing, skilled and engaged workforce by securing and retaining the best people, working in the right place, at the right time, with the right incentives for now and for the future.

“In 2024 to 2025, HMRC and VOA’s mean gender pay gap decreased by 0.7 percentage points to 5.0,% and the median gap decreased by 0.5 percentage points to 5.0%. The mean gender bonus gap fell by 2.8 percentage points to 17.2% in 2025. For comparison, the gap is lower than the UK overall median pay gap of 7.0% and lower than both the Civil Service median of 6.4% and mean of 6.9%.”

It continues, “Closing the gender pay gap is a long-term goal that we have been working towards for many years, and we have carried out deep dive analyses to understand the causes. These showed that the distribution of men and women in our workforce is the largest contributing factor:

• Overall, there are more women than men in lower-paid roles and more men than women in higher-paid roles – for example, 66% of colleagues working in an Administrative Assistant (AA) role were women, compared to 44% women in Senior Civil Servant (SCS) roles

• If the number of men and women at each grade, work pattern and location were equal, our mean gender pay gap would shrink to 0.1%, and our median gap would close altogether (0% gap)

“We know there is more to do to close the gender pay gap. We continue to make progress by increasing the representation of women in senior roles. From March 2024 to March 2025, the representation of women in Grade 7 roles increased from 46% to 47% and from 44% to 45% at Grade 6. At SCS grades, it dipped from 46% to 44%. With the smaller number of colleagues at SCS grades, data are more easily skewed, and we expect that the increase at grade 7 and 6 will, in time, produce a sustained balance of men and women at SCS grades.”

Source: GOV.UK

(Link and quotes via original reporting)