The government has unveiled new gender pay gap and menopause action plans to help women thrive in the workplace, as ministers look to shift the focus from transparency to tangible change ahead of International Women’s Day 2026.
From April, employers with more than 250 employees will be asked to publish detailed action plans outlining how they will reduce their gender pay gap and support workers during menopause. The initiative is part of a broader strategy to improve women’s economic participation, increase productivity and address financial pressures that disproportionately affect women and families.
The measures were officially launched by Bridget Phillipson, Secretary of State for Education and Minister for Women and Equalities. She said the plans represent a renewed commitment to ensuring women can progress and succeed at work.
“This International Women’s Day, we celebrate everything women contribute to our proud country and are committed to giving back to them,” said Phillipson. “Too many women are still not paid fairly, are held back at work due to inconsistent support, or find sensible adjustments to their health needs overlooked or ignored.”
The new action plans are voluntary at this point. Ministers commit to working with companies to share best practices and encourage widespread adoption before introducing a binding framework. The government has positioned the initiative as part of its wider economic agenda, arguing that improving equality in the workplace is crucial to driving growth.
As well as the action plans, ministers have highlighted other measures aimed at easing pressure on the cost of living, including a £117 cut in average energy bills from April, an expansion of free childcare, a freeze on rail fares 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 address ongoing structural barriers. Mary Macleod, chair of the council, described the initiative as an opportunity to boost both equality and economic performance.
“These measures can not only increase the number of women in the workforce, but also drive productivity and innovation,” she said. “Equality is not just the right thing to do – it is a critical driver of economic growth.”
A key element of the program is a renewed focus on menopause support. According to government figures, one in 10 women who worked during menopause have left their job because of their symptoms. Ministers argue that clearer workplace policies and practical adjustments could help retain experienced staff and reduce economic losses associated with exits from the workforce.
Mariella Frostrup, the Government’s ambassador for menopause employment, said employers needed to recognize the scale of the problem. “Menopause affects millions of women at the peak of their careers,” she said. “When employers take meaningful steps to support women going through menopause, they protect their workforce and strengthen their business.”
Activists 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 step from reporting inequalities to addressing them.
“Large employers cannot simply release data; they must take action now to improve workplace culture and practices,” she said. “This is a rare opportunity to increase women’s participation in the labor market and plans must therefore be ambitious, measurable and enforceable.”
The action plans come under the Employment Rights Act 2025, which includes new protections against sexual harassment in the workplace and improved rights for pregnant workers and women returning from maternity leave.
The government has signaled it will consult next year on how to move from voluntary measures to a more structured, mandatory system. Meanwhile, ministers will work with expert groups, including the Women’s Business Council and the Invest in Women Taskforce, to encourage employers to introduce comprehensive and responsible policies.
With the UK’s overall gender pay gap still at 12.8 per cent according to current figures, the success of the initiative will be measured by whether it delivers measurable improvements in pay equity, retention and career development for women across all sectors.
