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The incapacity pay hole at 17% reveals evaluation from TUC – FE Information

  • New evaluation reveals pay hole between non-disabled and disabled staff is now 17.2%, or £3,700 a 12 months
  • Disabled girls face even greater pay penalty of 35%, over £7,000 a 12 months
  • TUC writes to authorities to name for necessary incapacity pay hole reporting

New evaluation printed by the TUC as we speak (Monday) reveals that non-disabled staff now earn a sixth (17.2%) greater than disabled staff.

The evaluation discovered that the pay hole for disabled staff at the moment stands at £2.05 an hour – or £3,731 per 12 months for somebody working a 35-hour week.

This pay hole – which has elevated from 16.5% final 12 months – signifies that disabled folks successfully work at no cost for the final 54 days of the 12 months and cease getting paid as we speak, on the day the TUC has branded Incapacity Pay Hole Day.

Incapacity pay hole by gender and age

The brand new TUC evaluation reveals that disabled girls face the most important pay hole. Non-disabled males are paid on common 35% (£3.93 an hour, or £7,144 a 12 months) greater than disabled girls.

The analysis additionally reveals that the incapacity pay hole persists for staff all through their careers. It begins at age 20 at 65p an hour and will increase steadily with age to a peak of £3.55 an hour, or £6,461 a 12 months, for disabled staff aged 40 to 44.

Regional and industrial incapacity pay gaps

The evaluation checked out pay information from throughout the nation and located incapacity pay gaps in each area of England.

The best pay gaps are within the South East (22% or £2.78 an hour), and the West Midlands and the South West (each 17% or £2.20 an hour).

The analysis discovered that incapacity pay gaps additionally fluctuate by trade. The largest pay hole is in monetary and industrial companies, the place the pay hole stands at 39% or £5.90 an hour, adopted by agriculture, forestry and fishing (24%) and mining and quarrying and admin and assist companies (each 18%) .


Not solely are disabled staff paid lower than non-disabled staff, they’re additionally extra more likely to be excluded from the job market.

Disabled staff are actually twice as seemingly as non-disabled staff to be unemployed (6.8% in comparison with 3.4%).

And the evaluation reveals disabled BME staff face a a lot harder labor market – 10.9% of BME disabled staff are unemployment in comparison with 2.8% of white non-disabled staff.

TUC Basic Secretary Frances O’Grady mentioned:

“Everyone deserves a good likelihood to get a job with respectable pay. Being disabled mustn’t imply you are on a decrease wage – or that you simply’re excluded from the roles market altogether.

“It is time to introduce necessary incapacity pay hole reporting to shine a light-weight on inequality at work. With out this, hundreds of thousands of disabled staff can be consigned to years of decrease pay and in-work poverty.

“In the course of the pandemic, many disabled folks had been capable of work flexibly or from residence for the primary time. We should guarantee this continues – versatile workplaces are accessible workplaces and provides everybody higher work life stability.

“Ministers should change the legislation so that every one jobs are marketed with versatile choices clearly acknowledged, and all staff have the authorized proper to work flexibly from their first day in a job.”

Incapacity pay hole reporting

The TUC has as we speak (Monday) written to girls and equalities minister Kemi Badenoch to name for pressing motion to handle the incapacity pay hole.

The union physique needs the federal government to usher in necessary incapacity pay hole reporting for all employers with greater than 50 workers.

The TUC says the laws ought to be accompanied by an obligation on employers to provide motion plans figuring out the steps they may take to handle any gaps recognized.

Authorities motion wanted

To handle the causes of the pay hole, the TUC is asking for:

  • The Nationwide Minimal Wage to be raised to £15 an hour as quickly as potential.
  • Extra funding for the Equality and Human Rights Fee (EHRC) to implement disabled staff’ rights to affordable changes. The EHRC should replace their statutory code of apply to incorporate extra examples of affordable changes, to assist disabled staff get the changes they want rapidly and successfully.
  • A stronger authorized framework for affordable changes together with: guaranteeing employers reply rapidly to requests, substantial penalties for bosses who fail to offer changes and for affordable adjustment passports to be necessary in all public our bodies.
  • A day one proper to versatile working for everybody and an obligation on employers to incorporate potential versatile working choices in job adverts.

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