Voluntary equality and menopause action plans 

Currently large employers (those with 250 or more employees) must report their gender pay gap data.  

The ERA includes the power to make regulations to require large employers to publish Equality Action Plans which will include how they will address their gender pay gap and support employees affected by the menopause. It also includes the power to require employers to say which companies they outsource to and to include those workers in their pay gap reporting. The government hopes that by making employers accountable for gaps that exist in those organisations, it will motivate them to encourage efforts to improve equality in those businesses.  

The regulations implementing these new rules are not expected to be published until later this year and will not be compulsory until 2027. However, from April 2026 large employers are encouraged to introduce Equality Action Plans on a voluntary basis.  

The government have not committed to a timeframe for extending gender pay gap reporting to outsourced workers, saying this will depend on broader pay gap reforms.  

What to do now 

If you’re close to or above 250 employees, start thinking about your gender pay gap data, and what menopause support you already offer or could introduce. 

Even if your business falls well below the large employer threshold, it is still important to consider the support you offer members of your team who are experiencing menopause symptoms. It may  also  be helpful to review your gender pay gap data and consider what action could be taken to reduce this. 

The government have announced they will be publishing information and guidance about effective, evidence-backed gender pay gap measures which employers can consider introducing. We’ll be keeping a close eye on these developments and will update you as soon as this is available.

Check out our guide if you want to know more about menopause support at work.