Irwin Mitchell reports progress on gender pay gap and highlights strong gender diversity

Irwin Mitchell has released its latest Gender Pay Gap Report for the 12 months ending 5 April 2025, showing encouraging progress in several key areas and reinforcing the firm’s reputation as one of the most female friendly major law firms in the UK.

This year, the firm’s mean gender pay gap fell to 13.11%, down from 14.32% in 2024, while the median gap improved to 21.72%, compared with 24.28% last year. The shift reflects positive changes in senior representation and increases in average hourly pay for female colleagues. Notably, eight of the top ten earners across the firm this year were women which is aligned with the firm’s general population where 74% of colleagues are female.

Irwin Mitchell’s full Gender Pay report also outlines the structural demographic factors influencing the pay gap, including the higher proportion of women working in high volume and part time roles, which impacts both pay and bonus outcomes.

Irwin Mitchell also continues to stand out in the legal sector as the only top-50 UK law firm with more than 50% female partners, demonstrating sustained momentum in promoting women into senior and partnership roles.

Both Irwin Mitchell’s Group Executive Leadership team and LLP Board are also made up of c.50% female leaders.

The firm also voluntarily reports on ethnicity pay (based on the 65% of colleagues who have reported their ethnicity), with this year’s mean ethnicity pay gap recorded at 6.36% (-0.46% in 2024). These figures are based on a smaller population of colleagues and are therefore potentially more volatile when we see individual changes in the workforce composition.

Alongside the results, the report highlights a series of initiatives that continue to support fairness, inclusion, and progression across the business. These include inclusive recruitment practices, the firm’s highly valued Flexible by Choice working approach, enhanced family leave, expanded reciprocal mentoring for underrepresented groups, and active involvement from seven colleague led diversity networks.

Richard Allen, Group Chief Financial and Operating Officer at Irwin Mitchell, said: “We’re proud to see continued improvement in our gender pay gap this year. Our commitment to inclusion and gender diversity is longstanding, and these results reflect the vital contribution our colleagues make in building a culture where everyone can thrive. With strong female representation across senior roles, a focus on ethnicity pay, and a comprehensive programme of activity to support all colleagues, we’re confident we’re moving in the right direction.”