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: 21 May 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

Commonwealth Bank Woolworths Coles Telstra BHP Wesfarmers ANZ NAB Westpac Macquarie

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.

The Gender Pay Gap by Occupation: What ATO Data Shows for Every Australian Job

We analysed ATO tax return data across 425 occupations. The gender pay gap exists in almost every single one. Here are the numbers — and what you can do about it.

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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is general information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.

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