{"id":342063,"date":"2025-12-30T03:10:22","date_gmt":"2025-12-30T03:10:22","guid":{"rendered":"https:\/\/www.newsbeep.com\/uk\/342063\/"},"modified":"2025-12-30T03:10:22","modified_gmt":"2025-12-30T03:10:22","slug":"reporting-changes-for-uk-gender-pay-gap","status":"publish","type":"post","link":"https:\/\/www.newsbeep.com\/uk\/342063\/","title":{"rendered":"Reporting Changes for UK Gender Pay Gap"},"content":{"rendered":"

The\u00a0UK Employment Rights Act<\/a>\u00a0received Royal Assent in Parliament on 18 December 2025. These changes build on the existing duty for employers with 250 or more employees to report annually. From 1 January 2027, these employers will be required to go further by producing mandatory gender pay gap and menopause action plans. Private employers must use a snapshot date of 5 April to annually report the mean and median gender pay gap, mean and median bonus gap, bonus proportions, and quartile pay bands for their organisations in their report. Action plans should outline targeted, practical steps to reduce workplace gender inequalities.<\/p>\n

Quick Hits<\/p>\n

Under the UK Employment Rights Act, employers may introduce equality action plans on a voluntary basis in April 2026.
\nFrom 1 January 2027, changes to gender pay gap reporting requirements for employers with 250 or more employees will make equality action plans mandatory.
\nPlans must include measures to address gender pay gaps and details of the support offered to employees during menopause.<\/p>\n

Employers are not currently obligated to publish action plans aimed at tackling the gender pay gap. As noted in the act\u2019s explanatory notes, only half of all employers required to report have chosen to voluntarily publish plans. However, the act introduces a new mandatory requirement for larger employers to create and publish gender pay gap action plans. In addition, menopause action plans will be required to support women experiencing menopause in the workplace. Measures can be included in larger gender equality action plans and are not required to be published separately. This follows part of a larger plan to improve workplace equality and transparency. The UK government has also suggested making reporting on ethnicity and disability pay gaps compulsory for larger employers, with further announcements anticipated to be made separately.<\/p>\n

If a gender pay gap is found, employers will need to provide evidence-based analysis of why any gap exists. They will need to examine the data and consider the factors that may have resulted in a pay gap, a process that may include auditing recruitment practices, policies, or progression opportunities. Further to this, employers must demonstrate any steps they have taken in the last twelve months to close their gender pay gap, such as staff training or updated policies.<\/p>\n

The act will require employers to identify the providers of contract workers. Employers are only required to report on their own employees in their gender pay gap statistics. However, they must also reference the gender pay gaps of any outsourcing providers in their report.<\/p>\n

Timeline for Reporting<\/p>\n

From 1 January 2027, action plans on the gender pay gap and menopause become mandatory. Employers will need to publish clear, targeted measures and likely integrate them with broader equality strategies.<\/p>\n

Further developments across the United Kingdom and the European Union signal a greater shift towards pay equity, with EU member states currently due to transpose the EU Pay Transparency Directive by\u00a07 June 2026.<\/a> Employers are encouraged to stay informed about the EU Pay Transparency Directive implementation process in their respective jurisdictions.<\/p>\n","protected":false},"excerpt":{"rendered":"The\u00a0UK Employment Rights Act\u00a0received Royal Assent in Parliament on 18 December 2025. These changes build on the existing…\n","protected":false},"author":2,"featured_media":342064,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[59,57,58,50,56,54,55],"class_list":["post-342063","post","type-post","status-publish","format-standard","has-post-thumbnail","category-united-kingdom","tag-gb","tag-great-britain","tag-greatbritain","tag-news","tag-uk","tag-united-kingdom","tag-unitedkingdom"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts\/342063","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/comments?post=342063"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/posts\/342063\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/media\/342064"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/media?parent=342063"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/categories?post=342063"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/uk\/wp-json\/wp\/v2\/tags?post=342063"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}