Policy
The Employment Rights Bill introduces a new duty for large employers (those with 250 or more employees) to develop and publish equality action plans showing the steps they are taking in relation to their employees with regard to prescribed matters related to gender equality, which includes addressing the gender pay gap and supporting employees going through the menopause. Further regulations will be required as to the detail of the action plans to be published (including the form and manner and how frequently).
In addition, in the Next Steps document, the Government promises to develop menopause guidance for employers as part of its existing powers and non-legislative reforms.
Timing and developments
Equality action plans
Included in the Employment Rights Bill. Further regulations will be required as to the detail of the action plans (including the form and manner and how frequently) and what information is required in relation to outsourced workers (see the pay gap reporting section).
It is unclear whether this is one of the targeted areas on which the Government plans to consult in 2025.
Implementation currently anticipated for no earlier than 2026, though firm details on timing have not yet been provided.
Guidance
This can be delivered outside of the legislative process (said to be delivered from Autumn 2024 onwards).
Sources
Plan to Make Work Pay, Employment Rights Bill, Next Steps to Make Work Pay.