Currently, employers with 250 or more employees are required to publish an annual gender pay gap report. This report provides a snapshot of pay disparities between male and female employees as of 5 April each year. While employers aren’t required to create an action plan to address any gaps in pay, many choose to do so voluntarily.
What the New Bill Proposes:
The Bill proposes to bring a significant change: employers with 250+ employees will not only have to continue publishing their gender pay gap reports, but will also be required to publish “equality action plans”. These plans will need to outline concrete steps for reducing any gender pay gap to help work towards equality in the workplace. In addition to this, employers will need to disclose the names of providers or the employers of any contract workers they use within their organisation.
This shift puts more emphasis on accountability and transparency, encouraging employers to take a proactive approach in addressing pay inequality.
When will these changes come into effect?
The government plans to consult further on how to implement these new regulations, with voluntary adoption expected as early as April 2026. The new rules are likely to come into full effect in 2027, giving employers time to adjust to these expanded reporting requirements.
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