Women across the UK workforce are set to benefit from strengthened employer action on the gender pay gap and menopause support ahead of this year’s International Women’s Day, with a renewed commitment to ensuring women can thrive at work.
From April, employers with 250 or more staff will be encouraged to publish both the steps they are taking to tackle their gender pay gap and the measures in place to support employees experiencing menopause. The Government will work closely with businesses to share best practice and encourage voluntary transparency across sectors.
The announcement comes as part of a wider Government drive to build a fairer Britain, helping women and girls to prosper – particularly during a cost-of-living period that disproportionately affects women and families.
Menopause support sits at the centre of this drive. With symptoms that can last years or even decades, menopause has significant implications for retention and progression. Research shows that 1 in 10 women who were employed during menopause have left their job due to symptoms. To improve outcomes, the Government is implementing workplace action plans to break down stigma, normalise conversations about women’s health, and ensure support is embedded in organisational culture.
These measures form part of the forthcoming Employment Rights Act 2025, described as a landmark update to workplace legislation designed to help women remain and progress in the labour market.
The Act will introduce:
- Enhanced protections for pregnant employees
- Strengthened rights for women returning from maternity leave
- New safeguards against sexual harassment in the workplace
- Supportive frameworks for women experiencing menopause
Public sector organisations, many of which face gender‑imbalanced senior pipelines, are expected to play a central role in modelling best practice.
The Government will also expand work with employers through expert groups including the Women’s Business Council and the Invest in Women Taskforce. Their role will be to help employers embed evidence‑based policies, champion women’s talent pipelines, and provide sector‑specific insights to support long‑term workforce planning.
Alongside workplace reforms, the Government highlights a suite of measures designed to support women and households more broadly. These include a £117 drop in energy bills in April, expansion of the free childcare offer, and frozen rail fares.
Bridget Phillipson, Secretary of State for Education and Minister for Women and Equalities, said:
“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.
“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.”
Public sector leaders are now being encouraged to consider how transparent reporting and improved menopause support could strengthen recruitment, retention, and staff wellbeing. With women constituting a significant proportion of the public workforce, particularly in councils, the NHS and education, the policy shift signals a renewed expectation for employers to demonstrate real commitment to gender equality.
Image credit: iStock
