The ERA 2025 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 promised also 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 ERA 2025.
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 Pay Gap Reporting). The Government roadmap indicates that the measure regarding gender pay gap reporting and menopause action plans will be introduced on a voluntary basis in April 2026 and then will formally take effect in 2027. However, implementation of the gender pay gap outsourcing measure will depend on timelines for the draft Equality (Race & Disability) Bill (further details will follow in due course).
Guidance
This can be delivered outside of the legislative process (said to be delivered from Autumn 2024 onwards).
Sources
Plan to Make Work Pay, Next Steps to Make Work Pay.