Chief executives of Britain's top 100 listed companies will have earned more than the median UK worker's entire annual salary by lunchtime on Tuesday, 6 January 2026, according to new analysis.
The Stark Timeline of Pay Inequality
The calculation, conducted by the think tank the High Pay Centre, reveals the startling speed at which FTSE 100 boss pay outstrips typical earnings. Based on the most recent available pay figures, the median FTSE 100 CEO received total compensation of £3.81 million in 2024. When compared to the median full-time worker's annual pay of £34,963, this equates to the top executive earning the worker's yearly income in just over two and a half working days.
"By 1pm on 6 January, the average FTSE 100 CEO has already been paid more than the typical UK worker will earn all year," stated a spokesperson for the High Pay Centre. This symbolic moment, often dubbed "Fat Cat Tuesday", underscores a persistent and widening gulf in remuneration.
Context and Growing Disparity
The analysis highlights that the pay ratio between FTSE 100 leaders and the average employee has continued to expand. In 2024, the median CEO pay packet was 109 times that of the median UK full-time worker. This represents a significant increase from the 2023 ratio and continues a long-term trend of executive compensation rising far faster than wages for the broader workforce.
This year's "celebration" of Fat Cat Tuesday falls slightly later than in some previous years but remains a powerful symbol. The delay is attributed to a modest rise in median worker pay and a slight, though still exceptionally high, plateauing at the top tier of executive rewards.
Calls for Action and Corporate Responsibility
The findings have sparked renewed calls from unions, campaigners, and some investor groups for more stringent corporate governance and fairer pay practices. Critics argue that such vast disparities can harm workplace morale, reduce productivity, and fuel broader economic inequality.
"When bosses pocket more in two days than their staff do in a year, it's clear the system is broken," said a representative from the Trades Union Congress (TUC). There are growing demands for stronger worker representation on company remuneration committees and for more transparent reporting on pay ratios across all large businesses.
Proponents of high executive pay often contend that such rewards are necessary to attract and retain top global talent who can drive company success, which in turn benefits shareholders and the economy. However, the High Pay Centre's analysis challenges this, suggesting the link between excessive pay and performance is often tenuous.
As the UK continues to face cost-of-living pressures, the spotlight on executive pay and its disparity with average earnings is unlikely to dim. The symbolic date of 6 January 2026 serves as an annual reminder of the deep pay divide within British corporate culture.
