In 2027 it will become compulsory for employers with 250 or more employees to produce and publish Equality Action Plans. While we await the detail of the relevant implementation legislation ahead of Spring 2027, we do not anticipate significant changes from the current voluntary regime.
This article sets out the key points employers need to be aware of to comply.
The purpose of Equality Action Plans is to support employers to take effective action to improve workplace gender equality. Equality Action Plans will show the steps an employer is taking to address any potential gender pay gap and support employees experiencing menopause.
An employer is required to set out a minimum of two actions at any one time.
Equality Action Plans will be published and available to the public, along with an organisation’s gender pay gap data.
Employers with 250 or more employees will need to produce and publish Equality Action Plans from Spring 2027 (subject to the relevant implementation legislation). Broadly speaking, employers who are already caught by gender pay reporting requirements will also be caught by the Equality Action Plan requirements. Until then, employers may voluntarily produce and publish Equality Action Plans.
The Equality Action Plan must always set out at least two actions that are being actively worked on by the...
Claim: An X user posted a viral publication from a newspaper claiming that the former Vice President Atiku Abubakar is reportedly battling a terminal illness and has been flown out of the country ...