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Hogan Lovells has paid its U.K. female partners more than their male counterparts for the second year in a row, while Eversheds Sutherland's female equity partners also took home more than their male counterparts in 2018.

Based on mean average figures, Hogan Lovells paid its U.K. female partners 2.1 percent more last year, marginally lower than the previous figure of 2.8 percent. As of the beginning of 2019, women made up 27 percent of the firm's U.K. partnership.

Slightly more women than men at the firm received a bonus last year – 51.4 percent compared to 49.1 percent.

When partner figures are combined with employee numbers, however, the gender pay gap at the firm stands at 12.3 percent in favour of men and the median gap is 27.3 percent.

The firm also reported its ethnicity pay gap data for the first time, measuring a mean ethnicity pay gap for combined employees and partners of 46.3 percent and a median gap of 33.2 percent. For partners, the mean ethnicity pay gap is 12.8 percent.

Meanwhile Eversheds Sutherland has also released its U.K. pay gap data for 2018.

Female equity partners were paid 6.2 percent more than male equity partners during the year, compared to the firm paying 4.09 percent more to its male equity partnership the previous year.

The median pay difference for the same demographic for 2018 was 14 percent in favour of women.

But male fixed-share partners were paid a mean average of 3.16 percent more than their female counterparts.

When the data was collected in April 2018, Eversheds' partnership was made up of 294 partners, of which 27 percent were female and 73 percent male according to the firm.

The mean pay difference between all male and female employees in the firm's U.K. arm, including partners, was 58.3 percent while the median pay gap was 39.62 percent.

More women across the firm's U.K. fixed-share partnership and other employees received a bonus than men, with 51.2 percent of women taking home a bonus compared to 47.7 percent of men.