Compare employers

Your comparison list contains 0 employers

• Add another employer
• Clear list
• View comparison

THE FINANCIAL CONDUCT AUTHORITY

Contents

What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

• a gender pay gap report showing their breakdown of pay and bonuses by gender
• an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

---

1. Latest gender pay gap report (2026 to 2027)

View the full gender pay gap report

---

2. Latest action plan (2026 to 2027)

THE FINANCIAL CONDUCT AUTHORITY submitted the following supporting narrative with their action plan:

We set out measures to address the gender pay gap in our organisation. At the FCA, we take an evidence-led approach to understanding and addressing our pay gaps. We recognise that we are more effective as a regulator when our workforce reflects the society we serve. This action plan includes targeted interventions to improve the representation of women in senior roles and support a better gender balance across the organisation. We’ll review this action plan every year. The full gender pay gap action plan can be found here: https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/menopause-action-plan Find out how the FCA is supporting employees experiencing menopause, including manager training, specialist advice, workplace adjustments and occupational health support here: https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/menopause-action-plan

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

What is an action plan?

Employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data. Their plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can identify any that are already an established part of their working practice (‘embedded actions’), and choose at least 2 new actions to focus on (‘planned actions’).

You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).

THE FINANCIAL CONDUCT AUTHORITY added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Make job descriptions inclusive
• Conduct a menopause risk assessment for your workplace

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

• Encourage applications from a range of candidates
• Reduce unconscious bias in CV screening
• Use fair and structured interview techniques
• Advertise leave policies in job adverts
• Advertise flexible working arrangements in job adverts
• Automatically consider eligible employees for promotion
• Encourage employee development through actionable steps
• Offer mentoring, sponsorship and other development programmes
• Set targets to improve gender representation
• Increase transparency for pay, promotion and rewards
• Enhance and promote flexible working and leave policies
• Train managers to support employees experiencing menopause
• Offer occupational health advice to employees experiencing menopause
• Set up menopause support groups and networks
• Offer workplace adjustments to employees experiencing menopause
• Review policies and procedures to meet the needs of employees experiencing menopause

View the full action plan

---

3. All gender pay gap reports and action plans

Reporting year	Submission type	Status
2026 to 2027	Gender pay gap report	Submitted	View report
	Action plan (optional)	Submitted voluntarily	View action plan
2025 to 2026	Gender pay gap report	Submitted	View report
2024 to 2025	Gender pay gap report	Submitted	View report
2023 to 2024	Gender pay gap report	Submitted	View report
2022 to 2023	Gender pay gap report	Submitted	View report
2021 to 2022	Gender pay gap report	Submitted late on 26 July 2023	View report
2020 to 2021	Gender pay gap report	Submitted	View report
2019 to 2020	Gender pay gap report	Submitted	View report
2018 to 2019	Gender pay gap report	Submitted	View report
2017 to 2018	Gender pay gap report	Submitted	View report

---

4. About THE FINANCIAL CONDUCT AUTHORITY

• Registered address: 12 Endeavour Square, London, England, E20 1JN
• Sector: Administrative and support service activities, Public administration and defence; compulsory social security
• Employee headcount (on 31 March 2026): 5000 to 19,999 employees