What is the WGEA gender pay gap report?

Under the Workplace Gender Equality Act 2012, employers with 100+ employees must report annually to the Workplace Gender Equality Agency (WGEA). Since 2024, WGEA publishes employer-level gender pay gaps in a public dataset — the median and average difference between what men and women are paid at each employer.

Where can I look up a specific employer's gender pay gap?

WGEA's public dataset is at wgea.gov.au/data-statistics/data-explorer. You can search any Australian employer with 100+ staff. The dataset shows median and average pay gaps broken down by total remuneration and base salary, plus workforce composition.

What counts as a 'good' or 'bad' gender pay gap?

The national average median gender pay gap is around 14-16%. Employers with gaps above 20% are considered high-gap. Employers can have legitimate reasons for gaps (e.g. workforce composition by industry seniority), but a large unexplained gap is a red flag worth understanding.

Can I claim under the Fair Work Act if my employer has a large pay gap?

A pay gap on its own is not a Fair Work Act claim. But if you can show you're paid less than a comparable colleague of a different gender for the same or similar work, you may have an equal-remuneration claim under section 302 of the Fair Work Act, OR a discrimination claim under federal/state anti-discrimination law.

WGEA Gender Pay Gap Lookup — By Employer

Enter your employer's name to jump straight to their public WGEA gender pay gap report. Plus: what the numbers mean, what a 'high' gap is, and what to do if your individual pay looks unfair.

Last verified: 2 August 2026

WGEA publishes employer-level gender pay gaps annually since 2024. The 2026 dataset covers ~5,000 Australian employers with 100+ staff.

Look up your employer

Enter your employer's name. We'll deep-link you straight into the WGEA public dataset with a pre-filled search. WGEA hosts the official figures — there is no point duplicating the data here.

Employer nameOpen WGEA report →

WGEA publishes data for employers with 100+ employees. Smaller employers don't report. If your employer isn't found, they may be under the threshold or operate under a different registered entity name (try the parent company).

Want the bigger picture? See women's representation and the leadership gap by industry (WGEA 2024-25 data).

Quick-link to popular employers

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How to read the WGEA report

Median pay gap — the difference between the middle-paid man and middle-paid woman. Less affected by extreme outliers than the average.
Average (mean) pay gap — total male pay minus total female pay, divided by counts. Pulled up by very high earners (often male-dominated executive ranks).
Total remuneration vs base salary — total includes bonuses, allowances, superannuation. Base is just salary. Bonus-heavy industries (banking, mining) show wider total-rem gaps.
Workforce composition — what % of each level is male vs female. A gap can be driven by absence of women at senior levels rather than unequal pay for the same role.

Suspect your individual pay is unfair?

A WGEA pay gap is an organisation-level statistic. Your individual pay may be perfectly fair OR it may be unequal to a comparable colleague of a different gender. Use theAm I Being Underpaid?tool to check against your award, then theDiscrimination Claim Builderif the gap is unjustified by skill, qualifications, or experience.

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General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.

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WGEA Gender Pay Gap Lookup — By Employer

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How to read the WGEA report

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