ONS Data Shows UK Working Moms Earn £302 Less Than Working Dads

Published : September 5, 2025

Imagine going to work today and not being paid. Well, according to the Office for National Statistics (ONS), that’s precisely what UK working moms have been facing since 1 September. This astonishing finding highlights the struggles faced by working mothers, exceeding those experienced by women without children.

Beneath this discovery lies a hard truth: the cost of motherhood in the workplace. From the widening pay gap to persistent discrimination, the challenges mothers face extend well beyond balancing work and family life. These inequalities can limit career prospects and have lasting financial consequences.

Understanding these challenges makes it all the more important to know your employment rights. If you believe you’ve been paid less unlawfully or have experienced pregnancy or maternity discrimination, Redmans Solicitors can help. As employment specialists, we can provide expert advice, answering your questions and guiding you on the next steps.

It only takes a moment to see how we could help you, simply:

UK Working Moms Paid Less: The Scale of the Pay Gap

UK working moms earn, on average, £302 less each week than fathers. This means that from 1 September, they effectively work for free for the rest of the year, marking this year’s “Mums’ Equal Pay Day.” According to the ONS, this represents roughly 33% less in weekly pay and nearly 20% less per hour.

The gap becomes even more striking, though, when compared with women without children. While all working women face the gender pay gap in the UK, the average difference in weekly pay between men and women is £118, far less than the £302 weekly shortfall experienced by mothers. In other words, while all women are paid less, motherhood carries a disproportionately high penalty.

Mums’ Equal Pay Day this year falls almost three months earlier than Equal Pay Day for all women, underscoring the scale of the motherhood penalty in the UK.

Why Working Mothers Are Paid Less and Face a Wider Pay Gap in the UK

Before we can address the challenges faced by UK working moms, it’s essential to understand their root causes. Several factors explain why women with children are consistently paid less, highlighting the scale of the issue.

Joeli Brearley, founder of Growth Spurt, puts it simply: “Having children… has a disproportionately negative impact on women’s earnings.” She further explains that working mothers are often:

  • Forced to leave roles due to childcare costs and limited flexible working options
  • Confronted with parental leave policies that reinforce caregiving as primarily a woman’s responsibility
  • Subjected to pregnancy and maternity discrimination, leading to “missed promotions” and “being sidelined at work”

Together, these factors hinder career progression and leave UK working moms with a far greater gender pay gap.

Pregnancy and Maternity Discrimination in the UK Workplace

Workplace discrimination is one of the most significant barriers to achieving equal pay for women in the UK, particularly for mothers. A report commissioned by the Department for Business, Innovation and Skills and the Equality and Human Rights Commission found that 77% of UK working moms reported experiencing a negative or potentially discriminatory incident at work.

These experiences were particularly common in medium-sized employers, and the type of treatment varied widely. 11% of mothers reported feeling forced to leave their jobs, 20% experienced financial loss, and 50% cited worsened job security.

Notably, while workplace discrimination has affected mothers from across the UK, the impact has been most pronounced in England. The national average of mothers reporting “any negative or possibly discriminatory experience” was 77%, compared with 73% in Scotland and 71% in Wales. In contrast, the figure was slightly higher at 78% in England, highlighting the regional variation in how workplace discrimination affects mothers.

Leading Figures Speak Out on the UK Working Moms’ Pay Gap

Following the release of the ONS report, several founders and CEOs have highlighted the structural barriers that drive these pay disparities.

Ms Penny East, chief executive of the Fawcett Society, emphasised the significance of Mums’ Equal Pay Day occurring so much earlier than Equal Pay Day. She noted, “Motherhood can create a financial cliff edge… For many women, the motherhood penalty pushes [them] into pension poverty later in life.”

Dr Mary-Ann Stephenson, director of the Women’s Budget Group, added that the earnings gap widens considerably once women become mothers. She explained that current parental systems reinforce the “gendered division” of care, making the mother the “default parent” even in couples who intend to share responsibilities equally. Dr Stephenson stressed that the system is “bad for everyone” and argued that “it’s really important that the government’s review of parental leave recognises [this], and makes the reforms needed.”

Pay Equality UK: What Working Mums Can Do About Pregnancy and Maternity Discrimination

While many UK working moms are paid less than fathers and face a larger gender pay gap than women without children, it’s important to remember that they still have rights. Equal pay for women in the UK isn’t just a “nice to have”, it’s a legal entitlement.

Under the Equality Act 2010, individuals are protected against unfavourable treatment, including discrimination and harassment, based on protected characteristics such as sex, pregnancy, and maternity. This protection extends to equal pay, requiring that women receive the same pay as male comparators for work that is the same, equivalent, or of equal value, considering skills, effort, responsibility, and working conditions.

Reporting Gender Pay Gap and Employer Accountability

Additionally, employers with 250 or more staff must take part in gender pay gap reporting. While this may not immediately change an individual’s circumstances, publishing these figures in the public domain increases transparency and accountability. Reporting a gender pay gap places pressure on organisations to review pay structures and address disparities, helping prevent unfair treatment.

Steps to Take if You Face Discrimination or Unequal Pay

If a working mother believes she has faced harassment or discrimination, there are several avenues to seek redress. It’s generally wise to begin internally, which could involve an informal conversation with HR or raising a formal grievance. Addressing concerns internally can often lead to quicker resolutions and reduce the stress and costs of more formal action.

If the matter remains unresolved, the next step is typically to contact Acas. Its early conciliation process is required before most employment claims can be brought and offers another opportunity to settle the issue without litigation.

As a last resort, a claim can be submitted to an employment tribunal. Strict eligibility criteria and time limits must be met, but if the tribunal rules in favour of the working mother, compensation may be awarded.

UK Working Moms Facing Discrimination? Redmans Can Help

If you believe you’ve faced workplace discrimination since becoming a mother, contact Redmans Solicitors now. Perhaps you’ve missed out on promotions or been pushed out of work after disclosing your pregnancy. Whatever the case, our expert team is here to help.

Following a brief consultation, we will assess your circumstances, answer your queries and explain your possible next steps. It only takes a moment to discover how we can help you, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.