The median female employee contributed £310 less to their workplace pension than the median male employee in 2025, according to analysis from Broadstone.

Based on the latest Department for Work and Pensions (DWP) workplace pension participation data, Broadstone found that the median male saver contributed £4,430 in 2025, compared with £4,120 for the median female saver.

Although the gap has narrowed significantly in recent years, Broadstone warned that women continue to face poorer retirement outcomes due to lower contributions over their working lives.

The gender contribution gap has more than halved since 2019, when the median male saver contributed £4,660 and the median female saver £3,980, leaving a £680 difference.

However, progress has slowed more recently - the gap stood at £360 in both 2023 and 2024, only £50 higher than the latest figure.

Broadstone estimated that a £310 annual shortfall would amount to £12,400 in missed contributions over a 40-year career.

Assuming annual investment growth of 5 per cent, the consultancy suggested the impact of lost compound growth could leave a saver with around £37,500 less at retirement.

The gap was wider when looking at the private and public sectors separately.

In the private sector, the median female employee contributed £2,800 in 2025, compared with £3,530 for the median male employee, a difference of £920.

In the public sector, the gap was £3,060, with the median female employee contributing £8,370 compared with £11,430 for the median male employee.

Broadstone head of DC proposition, Kelly Parsons, said that while it is "encouraging" to see the gap between male and female pension contributions gradually narrowing, women are still saving significantly less into their workplace pensions, leaving many at greater risk of poorer retirement outcomes.

“This isn’t just a question of engagement," she continued. "Women are more likely to take career breaks to care for children or family members, work part-time, or reduce their hours during different stages of their careers.

“These interruptions can have a lasting impact on pension contributions and limit the additional savings accrued by long-term investment return growth.”

The analysis also showed that female employees were less likely than men to opt out of workplace pension saving.

In the third quarter of 2025/26, 10.3 per cent of automatic enrolment-eligible female employees opted out, compared with 13.3 per cent of eligible male employees.

However, opt-out rates had increased for both groups over the previous year, rising from 8.6 per cent to 10.3 per cent for women and from 11.5 per cent to 13.3 per cent for men.

Parsons argued that employers had an important role to play in helping narrow the contribution gap.

“Clear, targeted communications around the value of pension saving, encouraging both private and public sector employees to review and increase contributions following pay rises or after returning from parental leave, and providing access to financial education can all make a meaningful difference,” she continued.

“Creating a workplace culture where pensions are discussed more openly, and employees are supported to make informed decisions won’t eliminate the structural challenges overnight, but it can help more women stay on track for a better retirement.”

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