What actions can we include in our gender pay gap action plan?

You choose from the government's list of 18 recommended actions, grouped under recruiting staff, developing and promoting staff, building diversity, increasing transparency, and supporting employees experiencing menopause. Plans need at least one action on the gender pay gap and at least one on menopause support. Actions that most directly address caring responsibilities include Enhance and promote flexible working and leave policies, and Automatically consider eligible employees for promotion.

Are equality action plans mandatory in 2026?

No. As of October 2026, equality action plans are voluntary for employers with 250 or more employees. The government says they will become mandatory from spring 2027, subject to secondary legislation. Check GOV.UK for the latest position before you publish.

Is back-up childcare a legal requirement for employers?

No. There is no legal requirement for employers to provide back-up childcare, and it isn't one of the 18 actions on the government's equality action plan list. It is a voluntary benefit that some employers offer to make flexible working and leave policies easier to use in practice.

How many actions does an equality action plan need?

At least two new or in-progress actions: one to address your gender pay gap and one to support employees experiencing menopause. The government encourages employers to include more than two where possible, and existing work can be added on top as embedded actions.

When is the deadline for publishing a voluntary action plan?

For the 2026 to 2027 reporting year, the government guidance lists 4 April 2027 for private, voluntary and most other employers, and 30 March 2027 for most public authorities. Plans are submitted and published through the gender pay gap service.

Gender Pay Gap Action Plan Examples for Caring Responsibilities

Posted on: October 17, 2026, by

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