The Government has unveiled new gender pay gap and menopause action plans designed to help women thrive in the workplace, as ministers seek to shift the focus from transparency to tangible change ahead of International Women’s Day 2026.
From April, employers with more than 250 staff will be encouraged to publish detailed action plans outlining how they intend to reduce their gender pay gap and support employees experiencing menopause. The initiative forms part of a broader strategy to improve women’s economic participation, boost productivity and address the financial pressures that disproportionately affect women and families.
The measures were formally launched by Bridget Phillipson, Secretary of State for Education and Minister for Women and Equalities, who said the plans marked a renewed commitment to ensuring women can progress and prosper at work.
“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,” Phillipson said. “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.”
The new action plans are voluntary at this stage, with ministers pledging to work collaboratively with businesses to share best practice and encourage widespread adoption before any compulsory framework is introduced. The Government has positioned the initiative as part of its wider economic agenda, arguing that improving workplace equality is essential to unlocking growth.
Alongside the action plans, ministers have highlighted other measures aimed at easing cost-of-living pressures, including a £117 reduction in average energy bills from April, expansion of free childcare provision, a rail fare freeze and a continued cap on prescription charges below £10.
The Women’s Business Council, which is working closely with the Government on the scheme, said the plans could help break down persistent structural barriers. Mary Macleod, chair of the council, described the initiative as an opportunity to boost both equality and economic performance.
“These measures have the power not only to increase the number of women in the workforce, but to drive productivity and innovation,” she said. “Equality isn’t just the right thing to do – it is a vital driver for economic growth.”
A central element of the programme is a renewed focus on menopause support. Government figures indicate that one in ten women who worked during the menopause have left a job because of their symptoms. Ministers argue that clearer workplace policies and practical adjustments could help retain experienced employees and reduce economic losses linked to workforce exits.
Mariella Frostrup, the Government’s Menopause Employment Ambassador, said employers must recognise the scale of the issue. “Menopause affects millions of women at the height of their careers,” she said. “When employers take meaningful steps to support women through menopause, they are protecting their workforce and strengthening their business.”
Campaigners have cautiously welcomed the announcement, while calling for stronger enforcement in the future. Penny East, chief executive of the Fawcett Society, said the action plans should represent a move from reporting disparities to addressing them.
“Large employers must not simply publish data; they must now take action to improve workplace cultures and practices,” she said. “This is a rare opportunity to strengthen women’s participation in the workforce, and the plans must therefore be ambitious, measurable and enforceable.”
The action plans sit within the framework of the Employment Rights Act 2025, which includes new protections against workplace sexual harassment and enhanced rights for pregnant workers and women returning from maternity leave.
The Government has signalled that over the coming year it will consult on how to move from voluntary measures to a more structured, mandatory regime. In the meantime, ministers will work with expert groups, including the Women’s Business Council and the Invest in Women Taskforce, to encourage employers to adopt comprehensive and accountable policies.
With the gender pay gap in the UK still standing at 12.8 per cent overall, according to recent figures, the success of the initiative will be judged on whether it delivers measurable improvements in pay equity, retention and career progression for women across sectors.
