The government has published detailed guidance for employers with 250 or more employees on how to prepare gender equality action plans under the Employment Rights Act 2025.
From 6 April 2026, large employers can produce action plans on a voluntary basis. The requirement is expected to become mandatory from Spring 2027, subject to further regulations.
The purpose of the action plans is to demonstrate what steps employers are taking to improve gender equality, with a particular focus on reducing gender pay gaps and supporting employees experiencing menopause.
The new guidance builds on earlier high-level materials published in March 2026 and introduces a structured, six-step framework for creating and maintaining an action plan.
The guidance sets out a clear process for employers to follow.
It begins with a requirement to understand the issues within the organisation. Employers are expected to analyse workforce data, identify the causes of any gender pay gap and engage with employees to understand workplace experiences, including in relation to menopause. There is a strong emphasis on evidence-based decision making and consultation...
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