Summary of findings from our new report on five years of mandatory CEO-to-worker pay gap disclosures at FTSE 350 companies
Date: Tuesday 17 June, 11:00-12:00
Location: Online (via Google Meet, link available through online registration)
On Monday the High Pay Centre will publish our latest report on CEO-to-worker pay ratio disclosures in the FTSE 350. The report provides a detailed analysis of the disclosures from FTSE 350 companies for the 2023/24 financial year, as well as a broader assessment of trends and insights from the first five years since these disclosures were introduced.
At the event, HPC researcher Paddy Goffey will present key findings from the report, followed by an open discussion where audience members are invited to share their reflections and responses.
Why this matters: Since 2020, the High Pay Centre has conducted annual analysis of these disclosures to track how the UK’s biggest listed companies distribute pay across their workforce. These companies don’t just set pay for their own employees—they help shape pay practices and income distribution across the wider economy. Understanding how billions of pounds in corporate earnings are shared between CEOs and lower- or middle-income workers offers vital insight into living standards and economic fairness in the UK.
Pay ratios also offer a window into deeper questions about workplace culture, productivity, and inequality. Academic research shows that extreme pay gaps within firms can undermine morale, reduce employee engagement, and erode trust in leadership—ultimately affecting performance. As policymakers, investors, and employers seek ways to tackle inequality and boost productivity, the data revealed in these disclosures is more relevant than ever.
Background: The 2018 Companies (Miscellaneous Reporting) Regulations require UK-incorporated listed companies to disclose the ratio of their CEO’s total pay to that of employees at the 25th (lower quartile), median, and 75th (upper quartile) percentiles of their UK workforce. They must also report the absolute pay levels at each of these percentiles. These requirements came into force for financial years ending on or after 31 December 2019.