Pay & Superannuation
Understanding the Gender Pay Gap
What the gender pay gap measures, how it is calculated, how it differs from equal pay, and your rights to pay information in Australia.
- Author
- Editorial team
- Published
- Updated
- Reading time
- 6 min read
In short
The gender pay gap is the difference between women’s and men’s average earnings, shown as a percentage of men’s earnings. In Australia it was 11.3% in May 2026. It is not the same as unequal pay for the same job: equal pay has been a legal requirement since 1969.
What the gender pay gap is
The gender pay gap is the difference between women’s and men’s average earnings, expressed as a percentage of men’s earnings. It compares what women and men earn across a workplace, an industry or the whole country, rather than comparing two people in the same job. WGEA describes it as a measure of how the contributions of women and men in the workforce are valued, and says it highlights structural inequality.
Australia’s national gender pay gap was 11.3% in May 2026. For every dollar men working full time earned, women earned about 89 cents. The latest gender pay gap statistics break this down by state, industry and sector.
How it is calculated
The ABS and WGEA use the same formula:
Here is the national figure for May 2026, worked through:
| Step | Amount |
|---|---|
| Men’s average full-time weekly earnings | $2,181.00 |
| Women’s average full-time weekly earnings | $1,934.50 |
| Difference | $246.50 |
| $246.50 ÷ $2,181.00 | 11.3% |
Average and median gaps
An average gap compares the average earnings of women and men. A median gap compares the middle earner in each group. WGEA publishes both. The median describes the typical employee and is not skewed by the highest or lowest salaries. The average shows whether earnings are concentrated in one gender, for example when more men hold the highest-paid roles.
On WGEA’s employer data for 2024–25, the average gap was 21.1% and the median gap was 16.4%.
What counts as pay
Each measure counts pay differently. The national figure uses base pay for full-time adults. WGEA’s employer figure uses total remuneration, including super, overtime and bonuses, for full-time, part-time and casual staff. Some ABS measures compare hourly pay, which removes the effect of hours worked. That is why official figures range from 8.4% to 26.1%, as our comparison of every official measure explains.
The gender pay gap is not the same as equal pay
Equal pay and the gender pay gap are often confused. They describe different things, and only one is a legal requirement.
| Equal pay | Gender pay gap | |
|---|---|---|
| What it means | Women and men are paid the same for the same work, or for different work of equal or comparable value | The difference between the average earnings of women and men |
| Who it compares | People doing the same work, or work of equal value | All women and all men in a workplace, industry or the country |
| Status in Australia | A legal requirement since 1969 | A statistic. Private-sector employers with 100 or more staff have their gaps published by WGEA |
A workplace can pay women and men the same for the same work and still have a gender pay gap. That happens when more men hold its senior or higher-paid roles.
How equal pay became law
Before the equal pay cases, men’s wages included a “breadwinner” component that did not apply to women. Two decisions by the national workplace tribunal, the body that is today’s Fair Work Commission, changed that.
- 1969: women were to receive equal pay when doing the same work as men, but only in jobs seen as men's work. The general minimum wage for women was set at 85% of the male wage.
- 1972: the principle was extended to equal pay for work of equal value, so pay rates would be set by the work, regardless of the worker's gender. The tribunal found that only 18% of women had received equal pay after the 1969 decision.
- After 1972: the minimum female wage was raised to 100% of the male wage over the following three years.
Your rights to pay information
You can talk about your pay
Since 7 December 2022, employees and job candidates have had a workplace right to share, or not share, information about their pay and the conditions needed to work it out, such as hours. You can also ask other employees about their pay, but they do not have to tell you. Employers cannot take adverse action against you for using these rights.
Pay secrecy terms in awards and agreements have had no effect since 7 December 2022. A pay secrecy term in an employment contract made before that date can still apply, but only until the contract is changed.
You can look up your employer’s gender pay gap
Parliament passed the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023 on 30 March 2023. WGEA first published the gender pay gaps of private-sector employers with 100 or more employees on 27 February 2024. You can search them on the WGEA Employer Data Explorer.
Getting help
The Fair Work Ombudsman gives information about pay and workplace rights. You can call the Fair Work Infoline on 13 13 94. This page is general information, not legal advice. For advice about your situation, speak to a lawyer or your union.
To understand what drives the gap, read Why the Gender Pay Gap Persists in Australia. For how time out of work for a new child affects pay, see Parental Leave in Australia.
Sources
All sources checked on 1 October 2026.
- Workplace Gender Equality Agency, What is the gender pay gap?. Accessed 30 September 2026.
- Australian Bureau of Statistics, Average Weekly Earnings, Australia, May 2026. 13 August 2026.
- Workplace Gender Equality Agency, WGEA Gender Equality Scorecard 2024-25. 27 November 2025.
- Workplace Gender Equality Agency, Employer gender pay gaps information hub. Accessed 1 October 2026.
- Workplace Gender Equality Agency, A guide to understanding changes to WGEA's legislation. Accessed 1 October 2026.
- Fair Work Commission, Equal pay: a history of women's wages and the Commission. Accessed 1 October 2026.
- Fair Work Ombudsman, Pay secrecy. Last updated 26 November 2025.
Frequently asked questions
What is the gender pay gap in simple terms?
It is the difference between what women and men earn on average, shown as a percentage of men's earnings. Australia's national gap was 11.3% in May 2026: women working full time earned about 89 cents for every dollar men earned.
How is the gender pay gap calculated?
Subtract women's average earnings from men's, then divide by men's average earnings. For May 2026: ($2,181.00 − $1,934.50) ÷ $2,181.00 = 11.3%.
What is the difference between the average and median gender pay gap?
The average gap compares average earnings, so it is pulled up when men hold more of the highest-paid roles. The median gap compares the middle earner in each group and describes the typical employee. On WGEA's 2024–25 employer data, the average gap was 21.1% and the median was 16.4%.
Is the gender pay gap the same as equal pay?
No. Equal pay means women and men are paid the same for the same work or work of equal value. The gender pay gap compares average earnings across a whole workplace, industry or country, so it also reflects who holds which jobs and how many hours they work.
Is it legal to pay a woman less than a man for the same job?
No. Equal pay for the same work, or for work of equal or comparable value, is a legal requirement in Australia, which WGEA notes has applied since 1969. The Fair Work Ombudsman can help with pay concerns on 13 13 94.
Can my employer stop me from talking about my pay?
In most cases, no. Since 7 December 2022, employees have had a workplace right to share or not share their pay, and employers cannot take adverse action against them for it. A pay secrecy term in a contract made before that date can still apply until the contract is changed.
How can I find my employer's gender pay gap?
Search the WGEA Employer Data Explorer. WGEA has published the gender pay gaps of private-sector employers with 100 or more employees since 27 February 2024.
Why are there different gender pay gap figures?
Each official measure counts different pay for different workers: base pay or total remuneration, hourly or weekly, full-time only or all employees. That is why official figures range from 8.4% to 26.1%.
About this page
Written by the editorial team at Equality Rights Australia. We checked every figure on this page against its official source on 1 October 2026. Read our editorial standards and how we check figures.