Government launches gender pay gap and menopause action plans ahead of International Women’s Day 2026
The government has introduced new gender pay gap and menopause initiatives designed to help women succeed 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 employees will be encouraged to publish action plans detailing how they intend to reduce their gender pay gap and support menopausal workers. This program is part of a broader strategy to improve women’s participation in the economy, 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, who said the initiatives reflected a renewed commitment to ensuring women progress and succeed in the workplace.
“On this International Women’s Day, we celebrate all that women bring to our proud nation, and commit to giving back to them,” said Phillipson. “Too many women are not being paid fairly, are still being held back in the workforce due to a lack of support, or are having reasonable care for their health needs ignored or dismissed.”
The new apps are voluntary at this stage, with ministers committed to working with businesses to share best practices and encourage widespread adoption before any mandatory framework is introduced. The government has positioned the program as part of its wider economic agenda, saying that improving equality at work is essential to unlocking growth.
Alongside the action plans, ministers highlighted other measures aimed at easing cost-of-living pressures, including a £117 cut in average energy bills from April, an extension to free childcare provision, rail concessions and the continued price of medicines under £10.
The Women’s Business Council, which cooperates closely with the Government in this program, said that this program can help break down barriers that remain standing. Mary Macleod, chairperson of the council, described the program as an opportunity to increase equity and economic performance.
“These measures have the potential not only to increase the number of women in the workforce, but to drive productivity and innovation,” she said. “Equality is not just the right thing to do – it’s an important driver of economic growth.”
A central feature of the program is a renewed focus on menopause support. Government figures indicate that one in ten women who work during menopause have left work because of their symptoms. Ministers argue that clear workplace policies and practical adjustments can help retain skilled workers and reduce the economic losses associated with out-of-work.
Mariella Frostrup, the Government’s Menopause Employment Ambassador, said employers need to recognize the seriousness of the issue. “Menopause affects millions of women in their prime,” she said. “When employers take meaningful steps to support women through menopause, they protect their employees and strengthen their business.”
Campaigners have welcomed the announcement, while calling for the law to be strengthened in the future. Penny East, chief executive of the Fawcett Society, said action plans should move from reporting inequality to tackling it.
“Large employers must not just publish information; they must now take steps to improve workplace culture and practices,” she said. “This is a rare opportunity to strengthen women’s participation in the workforce, so programs must be ambitious, measurable and effective.”
The plans are part of 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 indicated that next year it will consult on how to move from voluntary measures to a formal, mandatory government. 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 implement comprehensive and accountable policies.
With the UK’s gender pay gap still standing at 12.8 per cent overall, according to the latest figures, the success of the scheme will be judged on whether it delivers measurable improvements in the pay equity, retention and career progression of women across all sectors.
