UK government launches employer action plans on gender pay gap and menopause support to mark International Women’s Day
UK employers are being encouraged to produce action plans detailing the steps they are taking to reduce their gender pay gap and support women through menopause, as part of new measures introduced by the government in the run-up to International Women’s Day.
In a bid to improve gender equality in the workplace, Bridget Phillipson, minister for women and equalities, announced on 4 March that employers with 250 or more employees would have the option to produce a voluntary action plan showing how they are reducing their gender pay gap and supporting women experiencing menopause.
The action plans, which will be available to the public, will be published alongside organisations’ gender pay gap data and are designed to help organisations make “meaningful and long-lasting change”. Subject to secondary legislation, the action plans are to become mandatory from early 2027.
Guidance published by the government includes a list of “recommended, evidence-informed actions” and outlines that employers that choose to produce an action plan must take at least one action to address their gender pay gap and at least one action that supports employees experiencing menopause.
“Building a culture that supports gender equality and wellbeing can take time and general goals aimed at improving cultures are often not effective on their own,” it said. “Committing to specific actions is an important step to support cultural change and improve gender equality.”
It said it wanted organisations to select more than two actions where possible, describing such commitments as “an opportunity to be ambitious and demonstrate your commitment to workplace gender equality”.
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Recommended actions
The list of recommended actions are based on the insights of the government’s Behavioural Insights Team and research conducted by the Department for Work and Pensions.
Recommended actions for reducing the gender pay gap include setting targets to improve gender representation; advertising flexible working arrangements and leave policies in job adverts; reducing unconscious bias in CV screening; offering mentoring programmes; and increasing transparency for pay, promotion and rewards.
Recommended actions for supporting women going through perimenopause and menopause include arranging related training for managers; offering occupational health advice and workplace adjustments for affected employees; and setting up menopause support groups and networks.
Benefits, evidence and implementation tips are provided for each action.
Read more: Menopause at work: the symptoms – and what support your organisation should provide
The government said employers should also “consider how employees may be disadvantaged in the workplace due to the overlapping impact of their sex and other characteristics”, such as ethnicity, disability status, and socioeconomic background.
The guidance also highlights that “organisation-wide support is critical to the successful development and implementation of an action plan” and provides advice for harnessing engagement.
The government said it would work “hand-in-hand” with businesses to share best practice and “motivate others to follow their lead”.
Equality a ‘vital driver of economic growth’
Bridget Phillipson said “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”.
Mary Macleod, chair of the Women’s Business Council, which is working with government on the introduction of the action plans, added that the measures “have the power to not only increase the number of women in the workforce, but to increase productivity and innovation. Because equality isn’t just the right thing to do – it is also a vital driver for economic growth”.
Penny East is chief executive of the Fawcett Society, a charity that campaigns for gender equality and women’s rights. She said the organisation would continue to work with government to ensure the final compulsory framework – to come in in spring next year – 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,” she said.
The guidance includes suggestions for tracking progress for each action, and the government said further information for employers on how to analyse their data and monitor the impact of their chosen actions would be published on the gender pay gap reporting service next month, when action plans go live.
The action plans are part of the Employment Rights Act 2025, which aims to ensure women can stay and progress in the workforce. The government said additional protections from sexual harassment in the workplace and measures to enhance the rights of pregnant workers and women returning from maternity leave would be announced soon.
International Women’s Day – which took place this year on 8 March – is observed around the world with events aimed at advocating for women’s rights and gender equality. Sign up to the Global Government Women’s Network and receive this month’s IWD newsletter special.
Read more: Evidence-based action: the key tools governments can use to tackle the gender pay gap
About Mia Hunt
Mia has been editor of globalgovernmentforum.com since 2019. She has 15 years’ experience as a journalist and editor and specialises in writing for civil and public servants worldwide, including covering sustainability policy and related issues. She has led the Global Government Women’s Network since it launched in 2023. Previously, she covered commercial property having been market reports and supplements editor at Property Week and deputy editor at Retail Destination. She graduated from Kingston University London with a first-class honours degree in journalism and was part of the team that produced The River newspaper, which won Publication of the Year at the Guardian Student Media Awards in 2010.
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