The government has published new guidance to help employers take action on the gender pay gap and menopause support.
The guidance for creating “action plans” is part of the Employment Rights Act. From April, firms are being encouraged to voluntarily publish the steps they are taking to reduce their gender pay gap and support employees through menopause. It will become mandatory from spring 2027.
The latest figures show that the median pay for all employees was 12.8% less for women than for men in April 2025, and one in 10 women who worked during the menopause have left a job due to their symptoms.
Bridget Phillipson, education secretary and minister for women and equalities, said:
“This International Women’s Day, we are celebrating all that women bring to our proud nation, as well as committing to giving back to them.
“That’s why I am delighted to formally launch employer action plans, which are part of our commitment to ensure women can thrive at work and tackle the gender pay gap.
“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.”
Mariella Frostrup, the government’s menopause employment ambassador, said:
“Menopause affects millions of women at the height of their careers; which is detrimental to the economy, businesses and the talented women.
“These action plans are a huge step in the right direction. When employers take practical, meaningful steps to support women through menopause, they are not just doing the right thing — they are protecting their own workforce.
“This International Women’s Day I urge every large employer to put a menopause action plan in place. No woman should have to leave a job she loves because of a natural stage of life.”
Penny East, chief executive at Fawcett Society, said:
“The equality action plans are a welcome step in the right direction and, alongside pay gap reporting, should mark a shift from transparency to action. Large employers must not simply publish data; they must now take action to improve workplace cultures and practices.
“Over the next year, while the plans remain voluntary, we will continue to work with 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.”