What are Equality Action Plans and which employers will have to produce them?
The Act introduces Equality Action Plans as a new way for larger employers to demonstrate how they will improve workplace gender equality.
Since April 2026, employers with 250 or more employees have been able to publish a voluntary action plan alongside their annual gender pay gap report. Subject to secondary legislation, action plans are expected to become mandatory from spring 2027.
The plans must set out the practical steps an employer is taking to:
- Reduce its gender pay gap.
- Support employees experiencing the menopause.
- Monitor progress and review the effectiveness of the actions taken.
The Government has published guidance containing a range of evidence-based actions that employers can choose from, although plans should be tailored to the needs of each organisation.
Equality Action Plans are intended to move employers beyond simply reporting gender pay gap data by requiring them to demonstrate how they will address the underlying causes of inequality.
What this means for union reps
- Equality Action Plans provide an opportunity for unions to influence how employers tackle workplace inequality, rather than simply reporting pay gap data.
- Reps should seek to be involved in developing, implementing and reviewing action plans, ensuring they reflect the experiences of workers and address the causes of inequality.
- The plans can support collective bargaining on issues such as recruitment, promotion, flexible working, menopause support and career development.
- Reps should monitor whether employers are delivering the commitments set out in their action plans and hold them to account where progress is lacking.