Jurisdiction(s):
United Kingdom

Equality action plans under the ERA 2025 for Great Britain employers with 250+ employees: duties on gender pay gaps and menopause support, guidance, timelines and enforcement

Published by a LexisNexis Employment expert

Practice notes

This Practice Note examines the equality action plan regime under the Employment Rights Act 2025 (ERA 2025)

This Practice Note reviews the equality action plan (EAP) regime envisaged by the Employment Rights Act 2025 (ERA 2025). It considers the legal architecture, the sorts of measures employers might be asked to include in an action plan, and which employers and workers are likely to fall within scope. It also signposts guidance, practical steps for drafting an action plan, and possible compliance and enforcement risks.

ERA 2025, s 33 gives the government power to make regulations requiring employers to prepare and publish an EAP setting out what they are doing for their employees on prescribed gender equality matters. Those prescribed matters are not yet defined and will probably need further legislation; however, s 33(4) specifically singles out closing the gender pay gap and supporting employees experiencing menopause as gender equality issues.

Any obligations will extend to all private and volunteer sector employers and to most public sector employers with 250 or more employees. Crucially, s 33 does not itself oblige employers to produce an EAP; it simply confers the statutory power to introduce such a regime...

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Web page updated on 29/05/2026

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