The government has announced a new initiative aimed at tackling persistent workplace inequality for women. From April, employers with 250 or more staff will be able to publish a voluntary action plan alongside their gender pay gap data, outlining practical steps to reduce disparities and improve support for women at work. Although optional at first, the government intends to make these plans mandatory from spring 2027, subject to further legislation.
This proposal marks the next stage in the evolution of gender pay gap reporting. Since the introduction of compulsory reporting for large employers in 2017, transparency has helped improve the understanding of pay disparities across sectors.
The voluntary action plans could include measures such as greater transparency around pay and promotions, setting targets to increase gender representation in senior roles, and reviewing recruitment and progression practices. The initiative also highlights workplace support for women’s health, particularly menopause, as a priority issue.
Suggested actions include training managers to support employees experiencing perimenopause and menopause, providing occupational health advice, introducing workplace adjustments, and carrying out risk assessments.
For HR professionals, these developments may feel like a natural progression from existing equality and wellbeing initiatives. Many employers have already begun to address menopause at work, recognising both the legal risks of inadequate support and the business benefits of retaining experienced staff. Likewise, increasing transparency around pay and career progression is increasingly viewed as essential for building trust and strengthening organisational culture.
However, the voluntary nature of the scheme raises questions about how widely it will be adopted. Although the aim of addressing ongoing gender inequality is welcome, the proposal remains optional and making it compulsory through future legislation may prove difficult, particularly as the economy continues to struggle. The success of the initiative will largely depend on how many employers choose to engage with the voluntary framework, and whether they decide to prioritise limited resources elsewhere.
There is also a reputational factor for employers. Publishing an action plan allows organisations to demonstrate a genuine commitment to equality and employee wellbeing, but it also exposes them to scrutiny over whether real change follows.
If broadly adopted, the initiative could represent a significant step in addressing structural barriers faced by women at work. Its impact, however, will rely on employers moving beyond reporting and committing to sustained, measurable progress.
Jo Mackie is an employment partner at Michelmores
