Gender pay gap and Menopause Action Plans

Voluntary from April 2026, compulsory from 2027

Since 2017, under the Equality Act 2010, employers with 250 or more employees are required to publish specific Gender Pay Gap data annually on a publicly available government website.

The changes to this, set to take effect in 2027 (or on a voluntary basis from 2026) will mean that large employers (with 250 or more employees) will be required to detail the evidence-based actions they are taking to improve gender equality, as well as provide support to employees who are going through the menopause. Additionally, organisations that outsource employees will be held accountable for any gender pay gaps.

The government intends to provide employers with information and guidance about effective actions as well as support them on actions they can take. For outsourcing, employees will name who they received outsourced work from and ensure that the gender pay gap reporting service visually reflects this. 
Regulations will follow to make provision for:

• The content of employer’s gender action plans
• The form and manner in which the plans or information is to be published
• When and how frequently the plan or information is to be published or revised
• Requirements for senior approval before a plan or information is published
• Description of employers, employees and information