Equality Action Plans
The Employment Rights Act 2025 introduces a new statutory requirement for large employers to publish Equality Action Plans, marking a significant shift in the UK’s regulatory landscape for workplace gender equality.
From April 2026, employers with 250 or more employees will be able to publish action plans voluntarily, ahead of mandatory publication from spring 2027. These plans will sit alongside the existing gender pay gap reporting regime and will require employers to set out clear, practical steps to reduce gender pay disparities and support employees experiencing menopause symptoms.
Following the Government’s initial guidance, this article outlines the key requirements and the practical steps employers can begin taking now.
Notably, the guidance was published on International Women’s Day, highlighting its alignment with broader efforts to advance gender equality in the workplace.
Which Employers Are Affected?
The new duty applies to organisations with 250 or more employees, mirroring the threshold for gender pay gap reporting.
Employers approaching this threshold are encouraged to begin preparations. Those not legally required to report may also wish to engage voluntarily as a demonstration of their commitment to gender equality.
What Must Action Plans Contain?
Employers will be required to identify:
- At least one action aimed at reducing their gender pay gap; and
- At least one action focused on supporting employees experiencing menopause symptoms, including those who are peri- or post-menopausal.
The Government encourages employers to go beyond these minimum requirements and include additional initiatives where possible. Plans may also highlight existing work already underway.
All plans will be submitted via the existing gender pay gap reporting portal.
Government Framework and Suggested Actions
The Government Equalities Office has published a framework, including 18 evidence-informed recommended actions across key areas such as recruitment, development, organisational structure, transparency and health-related support.
Examples include:
- Recruitment: Reviewing job descriptions for inclusive language and reducing unconscious bias in recruitment processes.
- Progression and Development: Automatically considering eligible employees for promotion and introducing structured mentoring programmes.
- Organisational Diversity: Setting gender representation targets and monitoring progress.
- Transparency: Improving clarity around pay, promotion and reward processes, and enhancing flexible working arrangements.
- Menopause Support: Training managers, providing occupational health support, creating employee forums and conducting menopause-related risk assessments.
These recommendations are designed to be practical and evidence-based, supporting employers in developing meaningful and effective action plans.
How Employers Should Prepare
Government guidance outlines a five-step process for developing an effective action plan: understanding the issues, selecting actions, submitting the plan, monitoring progress, and reviewing annually.
In practice, employers should consider the following steps:
1. Audit Existing Measures
Many organisations may already have initiatives in place. Reviewing these will help identify gaps and areas for improvement.
2. Gather Workforce Data
Employers should begin collecting meaningful data, including consideration of intersectionality — how gender interacts with factors such as ethnicity, disability and socio-economic background.
3. Identify Key Stakeholders
Senior leadership support will be essential, and line managers will play a key role in implementation. Employers should identify who will lead, support and monitor the process.
4. Engage Employees
Consultation with staff, trade unions and employee networks can improve engagement and ensure that action plans reflect real workplace experiences.
5. Review Menopause Policies
Where policies already exist, employers should assess awareness and effectiveness. Where they do not, now is the time to begin developing them.