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Government launches gender pay gap and menopause action plans to support women at work

Employers with 250 or more staff will be encouraged to publish steps they are taking to reduce the gender pay gap and support employees going through menopause from April.

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Government launches gender pay gap and menopause action plans to support women at work
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Minister for Women and Equalities Bridget Phillipson MP has launched new action plans to support women in the workplace ahead of International Women’s Day 2026. 

Employers with 250 or more staff will be encouraged to publish steps they are taking to reduce the gender pay gap and support employees going through menopause from April.

The Government will work with businesses to share best practice and motivate others to follow voluntarily. 

These plans aim to break down barriers and help put more money back in women’s pockets, improving the cost of living. 

Phillipson said: “This International Women’s Day, we are celebrating all that women bring to our proud nation, as well as committing to giving back to them. 

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“That’s why I am delighted to formally launch employer action plans, which are part of our commitment to ensure women can thrive at work and tackle the gender pay gap. 

“Too many women are still not paid fairly, held back at work due to inconsistencies in support or find common sense adjustments for their health needs overlooked or dismissed.”

Phillipson added: “We’re acting to empower women at work and work with business so we all benefit from unleashing women’s talents.”

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Mary Macleod, chair of the Women’s Business Council, said: “We have come a long way in the fight for women’s equality, but sadly we continue to face challenges at different stages of our lives and careers. 

“I am really pleased to be leading the women’s business council as we work with the government on the introduction of action plans to break down barriers and support women’s economic empowerment. 

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“These measures have the power to not only increase the number of women in the workforce, but to increase productivity and innovation. 

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“Because equality isn’t just the right thing to do – it is also a vital driver for economic growth.”

Government Menopause Employment Ambassador Mariella Frostrup said: “Menopause affects millions of women at the height of their careers; which is detrimental to the economy, businesses and the talented women. 

“These action plans are a huge step in the right direction. When employers take practical, meaningful steps to support women through menopause, they are not just doing the right thing — they are protecting their own workforce. 

“This International Women’s Day I urge every large employer to put employer action plans in place. 

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“No woman should have to leave a job she loves because of a natural stage of life.”

Penny East, CEO at Fawcett Society, said: “Employer action plans are a welcome step in the right direction and, alongside pay gap reporting, should mark a shift from transparency to action. 

“Large employers must not simply publish data; they must now take action to improve workplace cultures and practices. 

“Over the next year, while the plans remain voluntary, we will continue to work with government to ensure the final compulsory framework includes stronger pay transparency measures and clear accountability.”

East added: “This is a rare opportunity to strengthen women’s participation in the workforce, and the plans must therefore be ambitious, measurable and enforceable. 

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“Real progress will happen when employers are required to not only report inequality, but to take decisive action to tackle it.”

Hana Searson, director of talent, culture & capability at BT, said: “We welcome the government’s announcement on introducing employer action plans and its clear focus on accelerating progress on the gender pay gap and improving menopause support through practical employer action. 

“At BT, we see first‑hand how targeted, employer‑led action can make a real difference; not just to women’s experiences at work, but to engagement, retention and long‑term performance for organisations as a whole. 

“Supporting women to thrive through key life stages, and removing structural barriers to progression, helps ensure talent isn’t lost and potential isn’t wasted.”

Searson added: “Tackling the barriers women continue to face at work is not only the right thing to do, it is a business imperative. 

“Organisations that create fair, supportive and inclusive environments are better able to attract diverse talent, make better decisions and deliver sustainable growth.”

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