Government launches gender pay gap and menopause action plans

The government has today formally launched equality action plans, where employers set out what they are doing to address gender pay gaps and support menopausal staff at work.

From April, employers with 250 or more employees will be encouraged to publish the steps they are taking to reduce their gender pay gap and support employees through menopause on a dedicated government portal.

From Spring 2027, this will become mandatory as part of the Employment Rights Act 2025.

The Office for Equality and Opportunity said it would work "hand in hand" with businesses to share best practice and encourage voluntary publication of action plans before they become a legal requirement.

Bridget Phillipson, minister for women and equalities, said the government wanted to launch the action plans ahead of International Women's Day on Sunday 8 March to "celebrate all that women bring to our proud nation, as well as committing to giving back to them".

"Too many women are still not paid fairly, held back at work due to inconsistencies in support or find common sense adjustments for their health needs overlooked or dismissed.

"We're acting to empower women at work and work with business so we all benefit from unleashing women's talents," she said.

Menopause action plans will need to include concrete, evidence-based steps such as workplace adjustments, flexible working, or specific leave policies.

Employers with more than 250 employees have been required to report their gender pay gap since 2017, but are now encouraged to publish details of specific measures they are taking to tackle any disparities.

Gender pay gap action plans should include steps such as reviewing recruitment and promotion practices, details of flexible working policies, or how employers offer leadership pathways for women.

Penny East, chief executive of women's rights charity the Fawcett Society, said that these equality action plans are a "welcome step in the right direction".

"Large employers must not simply publish data; they must now take action to improve workplace cultures and practices," she said.

"Over the next year, while the plans remain voluntary, we will continue to work with the Government to ensure the final compulsory framework includes stronger pay transparency measures and clear accountability.

"This is a rare opportunity to strengthen women's participation in the workforce, and the plans must therefore be ambitious, measurable and enforceable.

"Real progress will happen when employers are required to not only report inequality, but to take decisive action to tackle it."

Jo Mackie, employment partner at law firm Michelmores, said: "While it is welcome that Labour want to address the equal pay gap that still exists, the proposal is only voluntary, with the aim of making it compulsory next year through legislation.

"That will be hard to push through, it always is. So while we may applaud the intention the proof of whether this works will be in the numbers who decide to adopt a voluntary scheme, especially in hard economic times."