Women are set to benefit from new government action plans aimed at narrowing the gender pay gap and improving menopause support in workplaces, launched ahead of International Women’s Day on Sunday.
Large employers will be encouraged to publish plans explaining how they intend to reduce pay disparities and support employees experiencing menopause. The measures will initially be voluntary and apply to organisations with 250 or more staff.
Ministers said the plans are designed to help women remain in work and progress in their careers while addressing workplace barriers that continue to affect pay and progression.
Government targets pay inequality and menopause support
Bridget Phillipson, Secretary of State for Education and Minister for Women and Equalities, said the plans were part of a wider effort to ensure women receive fair treatment and proper support in the workplace.
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“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,” she said. “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. We’re acting to empower women at work and work with business so we all benefit from unleashing women’s talents.”
The government said the plans would encourage employers to review workplace policies and practices that may contribute to gender pay gaps while improving support for women affected by menopause.
Menopause symptoms can last for years and often occur during the peak of a woman’s career. Government figures show that one in ten women who worked during menopause have left a job because of their symptoms.
Menopause support seen as key to retaining staff
Mariella Frostrup, the government’s Menopause Employment Ambassador, said stronger workplace support could prevent experienced employees from leaving the workforce.
“Menopause affects millions of women at the height of their careers, which is detrimental to the economy, businesses and the talented women,” she said.
“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. No woman should have to leave a job she loves because of a natural stage of life.”
Employers urged to move beyond pay gap reporting
The government said it would work with businesses and industry groups to share guidance and encourage employers to adopt the plans.
Mary Macleod, chair of the Women’s Business Council, an independent body advising the government on women’s economic participation, said the measures could help strengthen both equality and economic growth.
“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,” she said. “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.”
She added that the “measures have the power to not only increase the number of women in the workforce, but to increase productivity and innovation. Because equality isn’t just the right thing to do; it is also a vital driver for economic growth”.
Campaigners also said the move could encourage employers to take practical steps rather than simply publishing gender pay gap data.
Penny East, chief executive of the Fawcett Society, a UK charity campaigning for gender equality and women’s rights, said organisations must focus on meaningful change.
“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,” she said.
“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.
“This is a rare opportunity to strengthen women’s participation in the workforce, and the plans must therefore be ambitious, measurable and enforceable. Real progress will happen when employers are required to not only report inequality but to take decisive action to tackle it.”
Businesses back targeted workplace measures
Businesses have also welcomed the plans, arguing that structured workplace policies can improve employee engagement and retention.
Hana Searson, director of talent, culture and capability at BT, the telecommunications company, said employer-led initiatives can help remove barriers that affect women’s careers.
“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,” she said.
Legal experts question voluntary approach
Some employment lawyers said the effectiveness of the initiative would depend on how widely employers adopt the voluntary framework.
Jo Mackie, employment partner at Michelmores, a UK law firm specialising in employment and commercial law, told HRreview that the proposal could face challenges if the government later attempted to make the plans mandatory.
“While it’s welcome that Labour want to address the equal pay gap that still exists, the proposal is only voluntary, with the aim of making it compulsory next year through legislation,” she said.
“That will be hard to push through; it always is. So while we may applaud the intention the proof of whether this works will be in the numbers who decide to adopt a voluntary scheme, especially in hard economic times.”
The government said it would continue working with employers and advisory groups including the Women’s Business Council and the Invest in Women Taskforce to encourage organisations to introduce the action plans.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
