Government Publishes Guidance on Gender Pay Gap Action Plans Ahead of 2026 Rollout

By Jo Seery, Professional Support Lawyer

The government has published new guidance for employers on creating action plans to accompany gender pay gap reporting, ahead of changes introduced under the Employment Rights Act 2025. 

From April 2026, employers with 250 or more employees are encouraged to voluntarily publish an action plan alongside their gender pay gap data, in advance of the requirement becoming mandatory in spring 2027, subject to further legislation.  

The guidance, issued by the Office for Equality and Opportunity, sets out how action plans can be used to support workplace gender equality. In particular, employers will be expected to outline steps to reduce their gender pay gap and support employees experiencing menopause.  

In an indication of what the further legislation may require, the guidance states employers must select at least one action in each of these areas and are encouraged to implement additional measures where possible. The guidance highlights a range of evidence-based actions and emphasises the importance of long-term, meaningful change rather than general commitments.  

Organisation-wide support will also be critical to the successful development and implementation of an action plan.  The Government guidance recommends employers should seek input from employees by  discussing action plans with unions as well as other employee networks  

Further practical guidance on developing and implementing action plans is expected in April 2026, Ultimately, the government’s aim is to make pay transparency more meaningful and ensure that there are practical steps in place to improve equality in the workplace.