Find out what's meant by fair pay, what pay information UK employers must disclose by law and the opportunities pay narratives bring
The UK has introduced rules to ensure organisations treat people fairly, including workers, customers, and investors. For example, employers must treat employees fairly in how they manage and reward them. Big companies also have to publish pay specific gender pay gap data.
This factsheet looks at pay fairness, including equal pay and differences between high and low pay. It explains what companies have to report, including gender pay gaps, and shows how sharing pay stories can help employers prove they’re being fair.
Explore our stances on low pay and financial wellbeing and executive pay in more detail, along with actions for government and recommendations for employers.
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Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
Money worries can affect performance, absence, engagement and retention. So how can people professionals make financial wellbeing a strategic workplace priority?
Explore the CIPD's detailed analyses of 2025/2026 gender pay gap reporting in the UK and Northern Ireland, updated in May 2026. CIPD members can also download these datasets to benchmark and compare your organisation's performance against national data.
Stay up to date with the latest pay intentions among employers in the UK, with data analysis from the CIPD's Labour Market Outlook report. CIPD members can also download the data for use in your internal organisational benchmarking, discussions, and business cases.
Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
Effective HR decision-making is based on considering the best available evidence combined with critical thinking.
Artificial intelligence (AI) and technology concepts driving change in the world of work
Outlines the role of occupational health services in an organisation and the role of confidentiality and consent in discussing an employee’s health