Women’s rights in the workplace continue to evolve rapidly, shaped by major reforms under the Employment Rights Act 2025, and increasing recognition of the barriers women face at work. From menopause support to maternity rights, pay equity and protection from sexual harassment, 2026 marks a defining year for gender equality at work.
Menopause Rights in the Workplace
Menopause is now recognised as a central HR priority, with menopause rights formally embedded into UK employment law. Large employers with 250 plus employees are required to create and publish Menopause Action Plans setting out how they will support employees experiencing menopause. The UK Government has confirmed that employers may submit these plans voluntarily from April 2026, with mandatory reporting coming into force from Spring 2027.
With these changes in mind, employers must consider introducing manager training and menopause awareness programmes, as well as making practical adjustments such as temperature control, uniform changes, flexible working, and rest breaks. It would also be advisable to record menopause-related absences in a fair and supportive way.
These reforms certainly reflect a growing recognition that menopause symptoms can significantly impact performance and retention, with one in ten women reported to have left a job due to unmanaged symptoms. In juxtaposition, the updated legal guidance emphasises that employers may face risks of sex discrimination, age discrimination, or even disability discrimination where menopause symptoms are mishandled, particularly in performance or attendance processes.
Maternity Rights: Strengthened Protections and Day-One Entitlements
Maternity rights remain central to workplace equality. Employees continue to be entitled to 52 weeks of statutory maternity leave, available from day one of employment, up to 39 weeks of Statutory Maternity Pay (SMP) if eligibility criteria are met, and protection from dismissal or detriment related to pregnancy or maternity.
However, from April 2026, family‑friendly reforms significantly expand rights:
- Paternity leave and unpaid parental leave become day‑one rights, strengthening support for families and reducing gendered leave disparities; and
- Statutory Maternity Pay and Statutory Adoption Pay will increase, with the weekly cap rising to £194.32 from £187.18 after the first 6 weeks.
Employers are encouraged to update their policies and payroll processes to reflect expanded family leave rights, eligibility tests and enhanced pay. These reforms aim to modernise workplace family support and reduce disadvantages faced by working mothers, who statistically still bear the impact of childcare-related career interruptions.
Gender Pay Gap: New Action Plan Requirements
Compulsory gender pay gap reporting for employers with 250 or more employees has been in place since April 2017. However, until now, there has been no requirement for employers to provide accompanying narrative or explanation. From April 2027, this will change, with employers required to publish an action plan alongside their gender pay gap data, outlining the steps they intend to take to address any identified issues.
Employers are encouraged to begin producing these plans voluntarily from April 2026. The action plans will be uploaded to the existing gender pay gap reporting portal, and organisations with fewer than 250 employees are also encouraged to participate on a voluntary basis. Employers must select at least one evidence-based action to reduce their gender pay gap.
The plans aim to promote transparency and reduce structural barriers to women’s progression.
Sexual Harassment: Strengthened Protections Under ERA 2025
The law on sexual harassment is undergoing one of the most robust overhauls in decades. From 6 April 2026, disclosures relating to sexual harassment will be expressly protected under whistleblowing law, meaning that reports of sexual harassment will qualify as protected disclosures and employees will therefore be protected from detriment or dismissal.
The changes do not stop there. From October 2026, employers must take all reasonable steps to prevent sexual harassment, which is a higher standard than the current requirement to take “reasonable steps”. Employers will also become liable for third‑party harassment, which includes harassment by clients, customers, contractors or service users, unless preventive measures are demonstrably in place. Legislation will make NDAs or contract terms that restrict disclosures about harassment void, strengthening worker protection massively.
Organisations should update their harassment and whistleblowing policies and enhance their training and reporting procedures to ensure full compliance.
Conclusion
The 2026 reforms mark a step change in protecting women’s rights at work. With enhanced menopause support, strengthened family‑leave rights, mandatory equality action plans, and tougher anti‑harassment duties, employers must now adopt a more proactive, inclusive approach.
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