Compliance and pay equity insights:
Employment Rights Bill: Gender equality action plan
Proposed changes under the Employment Rights Bill will soon require large employers in England, Scotland, and Wales to publish action plans detailing steps to narrow the gender pay gap (GPG) and support employees experiencing menopause.
Why does it matter?
- Only half of in-scope employers currently publish action plans, despite mandatory GPG reporting since 2017.
- While 8 out of 10 menopausal women are in the workforce, most report a lack of basic support. This impacts productivity and reduces female representation in higher-paying roles.
Download the report
Why including menopause support in your action plan could be a gamer-changer to close your GPG?
Our report explains the rationale behind the new requirements and why targeted actions matter. Without government-backed guidance, many organisations risk implementing ineffective steps, wasting time and resources. It covers:
What's new
Key changes in gender pay gap reporting
What matters
The impact of menopause support on GPG and workforce retention
What to do
Meeting upcoming reporting obligations
How to do
How transparency enhances trust and compliance
Additional insights
Useful resources for navigating these changes
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