The UK’s biggest companies will soon have to publish plans to pay women more
The UK government has launched voluntary ’employer action plans’ that require large companies to outline concrete steps for reducing pay disparities and supporting women through menopause.
The initiative, announced ahead of International Women’s Day on 8 March, marks a shift from mere transparency to mandated action – and it’s set to become compulsory for the country’s largest employers.
Under the changes, introduced as part of the Employment Rights Act 2025, employers with 250 or more employees are now encouraged to publish these action plans starting in April 2026.
These plans must detail evidence-based measures to tackle gender pay gaps and provide workplace support for menopausal employees. The requirements will become mandatory from spring 2027, with plans published on a dedicated government portal alongside existing gender pay gap data.
The move builds on mandatory gender pay gap reporting, in place since 2017, which requires affected companies to disclose mean and median pay gaps, bonus gaps, and pay quartiles.
Despite this transparency, progress has been slow. The national gender pay gap stands at around 12.8%, and experts estimate it could take decades to close at current rates.
Addressing pay and menopause together
The government is framing the action plans as a way to empower women at work, reduce barriers to progression, and boost economic growth by retaining female talent.
Menopause affects millions of women, often at peak career stages, with symptoms leading one in 10 to leave their jobs. Eight out of 10 menopausal women report no basic workplace support.
“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,” said Secretary of State for Education and Minister for Women and Equalities Bridget Phillipson.
“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.”
The plans include practical guidance, such as training managers on menopause support, reviewing pay structures, and sharing best practices. The government has published a list of evidence-informed actions to help employers get started.
The launch ties into broader Labour government efforts under the Make Work Pay agenda, including enhanced protections for pregnant workers, measures against sexual harassment, and potential future expansions to ethnicity and disability pay gaps.
