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This report sets out HCPC's gender pay gap data for the snapshot date of 5 April 2019. 

This Corporate Plan sets out how we will continue to make progress on each priority in 2022-23 and what we will achieve.

How we continue to implement steps to make sure we treat English and Welsh equally when communicating with the public in Wales.

This paper presents highlights from our year in registration survey 2022 (formerly known as the new graduate survey), which seeks the views of those who have been HCPC-registered for a year about their education and training programme, how this prepared them to practice, and the first year in employment. 

The data for both these reports is from the snapshot date of 5 April in the preceding year (2022).

How we continue to implement steps to make sure we treat English and Welsh equally when communicating with the public in Wales.

Annual reports on the gender and ethnicity pay gaps, with this year marking the first publication of the disability pay gap.

These reports  set out a ‘state of the nation’ for education and training in the 15 professions we regulate.

We have provided key statistics as a summary of the picture of education and training for the professions we regulate, and how that picture is changing.

Annual reports providing an analysis of our gender, ethnicity and disability pay gaps. This data is presented for the snapshot date of 5 April 2025, covering 332 employees for gender pay gap reporting.

Our annual report highlights how we are engaging with stakeholders to better understand how we can prevent fitness to practise cases.

This report aims to develop a quantitative approach to assessing professionalism in paramedics, and to revise an existing professionalism scale for use more widely to facilitate learning on professionalism amongst health and care professionals.