The Employment Rights Act 2025 (Act) introduces two significant equality reforms that are designed to interact. The first is the introduction of equality action plans for "large employers". The second is the creation of statutory union equality representatives.
Individually, each reform is significant. Together, they create a new framework for developing, scrutinising and improving workplace equality. Universities that understand how these two regimes interact will be better placed to manage both the legal requirements and the wider employee and trade union relationships that accompany them.
Universities who approach both regimes thoughtfully have an opportunity to make them work. However, doing so will require strategic decisions about engagement, information sharing and boundaries.
The vast majority of public universities in the UK will fit into the definition of "large employer", i.e. those with 250 or more employees. During the 2026/27 reporting year, publication of equality action plans will be on a voluntary basis, but mandatory publication is expected from spring 2027. The plans will accompany the University's gender pay gap report and must include at least one action to reduce the gender pay gap and at least one action to support employees experiencing menopause.
The government has published detailed guidance to support employers in preparing their plans. Employers are encouraged to understand the causes of...
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