In this month’s highlights, our team summarises the latest developments in UK employment law and their implications for employers. Catch up on March's highlights here.
The UK Government has published guidance on how employers with 250 or more employees can now voluntarily produce action plans addressing gender pay gaps and menopause support in the workplace.
Plans must be submitted through the government's online gender pay gap service, where they will be publicly available alongside the employer's gender pay gap data.
Action plans are expected to become mandatory from Spring 2027, and so employers should engage and familiarise themselves with the framework early.
The plans must address two core areas:
The following summarises the UK government's step-by-step guidance to creating action plans:
Employers should review workforce data and engage with their employees to understand the specific challenges that their organisation faces: why is there a gender pay gap and what is being done to support employees experiencing menopause?
Employers should engage staff at all levels—including senior leadership, HR and line managers—and consult with employee representative groups (such as trade unions, employee networks and working groups) early in the process....
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