Equality action plans: Changes under the Employment Rights Act 2025

The Employment Rights Act 2025 introduces a new requirement for employers with 250+ employees to publish gender equality action plan(s). These plans must show how the employer is taking action to address gender pay gaps and to provide menopause support.

Voluntary reporting starts in 2026 with mandatory reporting in 2027.

This page brings together the resources and information you need to understand this new requirement, when it’s happening and how to comply with the changes.

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Useful resources for developing equality action plans

Explore resources to help you comply with gender equality action plan reporting.

Please note, these resources outline the current legislation in this area. These laws should still be followed until any changes come into force (expected dates are outlined on the Employment Rights Act 2025 tracker). We will update the content once any changes are enforced.

Guide on gender pay gap reporting

Learn what gender pay gap reporting is and which employers need to report

Access the guide

Guide on providing menopause support at work

How to provide effective menopause support across your business

Access the guide

Current law on gender pay gap reporting

Understand the law on what gender pay gap reporting tracks and how it has been tested in case law

Understand the current law

Current law around menopause support at work

Understand how a lack of menopause support in workplaces can be tested in law

Law relating to menopause

Disclaimer

Please note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.