A majority of UK workers want the government to commit to introducing mandatory ethnicity pay gap reporting within the next year, amid rising concern about fairness, pay transparency and living-cost pressure.
New research suggests support for a clear timeline is growing as many employees report stagnant pay and limited visibility over how salaries and progression decisions are made.
The findings come as households continue to face financial strain, with many workers reporting that pay has not kept pace with rising costs. For some, pressure linked to low or static wages is affecting wellbeing, particularly among younger and ethnic minority workers who say they face additional barriers to progression and fair pay.
The call for action also lands as ministers await the outcome of consultation on the Equality (Race and Disability) Bill. Workers surveyed suggest further delay could erode trust in commitments to fairness at work, while transparency on pay is increasingly seen as both a workplace and public accountability issue.
Workers call for a clear government timeline
The research was conducted by non-profit People Like Us in partnership with research firm Censuswide, surveying workers across the UK. More than half of respondents said they want the government to introduce mandatory ethnicity pay gap reporting within the next 12 months.
Support was higher among ethnic minority workers and younger age groups. Many respondents also linked reporting to opportunity, with a significant share saying transparency would help improve career development and progression.
Workers also expressed concern about delay. More than a quarter said they would have less confidence in the government’s commitment to fairness at work if implementation was pushed back, while some believed political sensitivity was a reason for hesitation.
Pay secrecy remains widespread
The research suggests pay transparency remains limited across many workplaces. A third of workers said their organisation does nothing to ensure fair and equitable progression, while only a minority reported having a clear and transparent process for promotions and pay rises.
Most workers said salary bands are not published by their employer, leaving employees unsure how pay decisions are made. Among ethnic minority workers, more than half said they had discovered a colleague from a different ethnic background was being paid more for similar work.
Younger workers were the most likely to report unequal pay by ethnicity. A significant number said they had challenged pay disparities, with mixed outcomes including pay increases for some and negative consequences for others.
Cost pressures intensify impact of low pay
Many workers reported cutting back on food shopping and essential spending as costs continued to rise faster than wages. A substantial proportion said they were drawing on savings to get by, with ethnic minority workers more likely to report doing so.
Respondents also linked low or stagnant pay to mental health strain, with some saying financial stress had a negative impact on their wellbeing. The findings suggest that pay transparency and fairness are increasingly connected to wider concerns about security and quality of working life.
Sheeraz Gulsher, co-founder of People Like Us, said workers were demanding urgent action. “Working people are sending the government a clear message: act now. Far too many people are experiencing significant barriers to fairness and progression in the workplace – especially younger and ethnic minority workers.
“If the government is sincere in their pledge in supporting young and ethnic minority workers, they need to address this policy area as a matter of priority. Reporting isn’t a silver bullet, but it is the bare minimum: a practical step that forces transparency, builds trust, and gives employers the evidence they need to fix what’s broken.”
Tom Heys, a pay gap expert at law firm Lewis Silkin, said organisations should begin preparing now. “It’s time for employers to get ready for ethnicity pay gap reporting, which was one of the government’s manifesto commitments.
“Employers need to build a data set, analyse it, and start communicating their findings with workers. By acting now – before the reporting becomes an obligation – employers can get a headstart on reducing gaps and increase credibility on this issue amongst their workforce.”
