The UK Government is strengthening workplace equality measures by encouraging employers, particularly larger ones, to take more structured action on gender pay gaps and menopause support. These changes aim to increase transparency, accountability, and practical support for women at key stages of their careers.
Which Organisations Must Comply?
Mandatory Gender Pay Gap Reporting
Under current statutory rules, any employer with 250 or more employees must publish gender pay gap data each year.
Action Plans (Gender Pay Gap + Menopause Support)
- Voluntary in 2026: Employers with 250+ employees may publish an action plan alongside their gender pay gap data.
- Mandatory from Spring 2027 (subject to legislation): Employers with 250+ employees will be required to publish an action plan setting out:
- Actions to reduce their gender pay gap
- How they support employees experiencing menopause symptoms
Small Organisations (<250 employees)
Small employers are not required to report gender pay gaps or publish menopause action plans. However, the Government encourages voluntary action because smaller organisations often benefit from early adoption of good practice.
What Is the Gender Pay Gap?
The gender pay gap is the difference between the average earnings of men and women across an organisation, not unequal pay for equal work. Gender pay gap reporting helps highlight issues such as:
- Underrepresentation of women in senior roles
- Higher proportion of women in part‑time roles
- Barriers to progression
- Impacts of caring responsibilities
Under strengthened expectations, larger employers will increasingly need to explain the actions they are taking to reduce their gap, not just publish the figures.
What Are Menopause Action Plans?
A menopause action plan sets out how an employer supports employees experiencing menopause symptoms. Government guidance recommends including:
- Manager training
- Flexible working options
- Reasonable workplace adjustments
- Occupational health support
- Clear policies and communication
- Menopause support networks or peer groups
The aim is to create workplaces where employees feel supported rather than isolated.
Why Are These Changes Being Proposed?
Government research shows menopause symptoms, fatigue, anxiety, concentration difficulties, sleep disruption can significantly affect work performance and wellbeing. Many women report feeling unsupported or consider leaving employment due to menopause‑related challenges.
At the same time, gender pay gap reporting has consistently shown barriers to progression linked to:
- Maternity leave
- Caring responsibilities
- Menopause
- Lack of flexible working at senior levels
Action plans are intended to improve retention, progression, and inclusion.
Who Will Be Most Affected?
Women Experiencing Menopause – Likely benefits include:
- Better manager awareness
- More flexible working patterns
- Reduced stigma
- Access to adjustments and wellbeing support
Women Seeking Career Progression – Strengthened gender pay gap action planning may lead to:
- More transparent promotion pathways
- Better representation in leadership
- Fairer recruitment and development practices
Managers – Managers may receive additional training and clearer guidance, helping them:
- Support employees experiencing menopause
- Identify factors contributing to pay disparities
- Hold more confident conversations about wellbeing and inclusion
How Will This Affect Employers?
Larger Employers (250+ employees)
They may need to:
- Review policies and procedures
- Analyse workforce data
- Develop menopause support initiatives
- Set measurable objectives for reducing pay gaps
- Publish action plans and track progress over time
Although this increases administrative work, benefits include improved retention, engagement, and productivity.
Best‑Practice Tips for Small Organisations (<250 employees)
Even though small employers are not legally required to publish action plans, adopting light‑touch practices can significantly improve culture and retention.
1. Start With Simple Data Checks
You don’t need complex analytics just review:
- Gender split by role level
- Starting salaries
- Promotion patterns
- Use of flexible working
2. Create a Short, Practical Menopause Support Statement
A one‑page document can cover:
- How employees can request adjustments
- Who they can speak to
- Available flexibility options
- Commitment to confidentiality
3. Train Managers in Basic Awareness
A 30–60 minute briefing is enough to cover:
- Common symptoms
- How to have supportive conversations
- When to consider adjustments
4. Offer Low‑Cost Adjustments
Examples include:
- Desk fans
- Flexible start/finish times
- Quiet spaces
- Hybrid working
- Adjusted uniforms or temperature‑friendly clothing options
5. Build a Supportive Culture
Small teams often have stronger relationships so use this to your advantage:
- Encourage open conversations
- Promote flexible working for all genders
- Review workloads during periods of ill health
6. Document What You Already Do
This helps demonstrate good practice
If you require any further support please contact The HR Experts.