Equality action plans
From spring 2027, employers with 250 or more employees will be required to produce and publish an action plan alongside their gender pay gap figures. The gender pay gap is the difference between the average pay of men and women in an organisation.
Your plan must show the steps you are taking to:
- Reduce your organisation’s gender pay gap; and
- Support employees experiencing menopause
It also gives you the opportunity to highlight any work already underway to promote workplace gender equality and improve support for employees. You will need to include at least two actions in your plan:
- At least one action to address your gender pay gap
- At least one action to support employees experiencing menopause, including perimenopause and post-menopause.
Actions aimed at supporting employees experiencing menopause may also benefit those with other menstrual or gynaecological health conditions that can affect women’s wellbeing at work, such as endometriosis, fibroids and polycystic ovary syndrome (PCOS).
You will be expected to make meaningful and sustainable changes, rather than treating gender pay gap reporting as a box-ticking exercise.
We can support you with relevant policies, training and practical support measures, tailored to your organisation and workforce.
