Employment Rights Act: Gender Pay Gap & Menopause Action Plans
If your business has 250+ employees, this one needs to be on your radar now.
Under the Employment Rights Act, employers of this size will be expected to publish gender pay gap and menopause action plans. It starts as voluntary, but it won’t stay that way for long.
Key dates to know
April 2026 – Action plans expected on a voluntary basis
2027 (date TBC) – Action plans become mandatory
“Voluntary” is your breathing space to get this right before it becomes a legal requirement.
What this means for your business
This isn’t just another HR document. Done properly, these action plans will be scrutinised by employees, candidates, regulators and the wider market.
A strong plan focuses on action, not statements.
Menopause support
This is about practical adjustments that keep experienced people in your business:
Flexible working where possible
Reasonable workplace adjustments
Managers trained to handle conversations professionally and confidently
Gender pay gap action
Not just reporting the gap, but addressing it:
Clear steps to improve progression into senior and higher-paid roles
Removing barriers that hold people back
Decisions based on data, not assumptions
Practical delivery
Action plans should:
Be shaped by real employee feedback
Have clear ownership and accountability
Include measurable actions, not vague intentions
In addition to these action plans, future reforms will require employers to include outsourced individuals in gender pay gap reporting.
Why you should act now
Waiting until this becomes mandatory means:
Less time to plan
Higher risk of getting it wrong
More pressure from employees and stakeholders
Starting early gives you control, credibility and a smoother transition when enforcement arrives.
If you want support creating action plans that protect your business and genuinely support your people, Streetwise HR can help you get ahead of this one - properly.