Last week, we announced that our wonderful MD, Rob Shaw, will be joining the panel at Barnsley and Rotherham Chamber’s International Women’s Day event.
Hosted as part of the Chamber’s Independent Women’s Day programme by Barnsley and Rotherham Chamber, the #GivetoGain panel promises open, honest and thought-provoking discussion around the issues that continue to shape women’s experiences in business and beyond.
To build on that conversation, we’re sharing some key industry insights into how the world of work is evolving for women.
International Women’s Day is on Sunday, 8th March this year, and while there’s still a long way to go, the spotlight rarely falls on progress.
Today, we’re exploring the legal changes that are set to shape a more equitable workplace for women across the UK.
Over the next 1-2 years, significant changes under the Employment Rights Act 2025, and related regulations, will introduce new protections around gender equality, pregnancy, menopause and workplace safety.
Here’s what women, and employers, need to know.
Stronger protections for pregnancy and new mothers
While we’re still a mile off countries like Norway, Sweden, and Bulgaria, the UK is moving towards better safeguards for women during pregnancy, maternity leave, and the return-to-work period.
These new measures will significantly restrict a businesses’ ability to fire an employee who is:
- Pregnant
- On maternity leave
- Returning from maternity leave
While these regulations will clarify narrow exceptions, such as gross misconduct, redundancy and insolvency, the heading direction is clear: greater protection against pregnancy and maternity-related dismissal.
Why it matters:
Pregnancy discrimination remains one of the most common forms of workplace discrimination reported by women.
Stronger dismissal protections reinforce that maternity should not derail a woman’s career.
Mandatory gender pay gap action plans
The gender pay gap is considered one of those ‘taboo subjects’ that everyone is afraid to talk about.
However, remaining blissfully ignorant won’t make it go away!
Gender pay gap reporting has been in place for several years for employers with 250+ employees, with many well-known brands being called out for their pay structure.
However, upcoming reforms will go further. Instead of only being required to report their gender pay gap data, they will need to publish clear action plans, outlining how they intend to address the differences.
Why it matters:
What’s that old saying? Actions speak louder than words. Transparency alone does not close pay gaps. Requiring action plans increases accountability and pushes organisations beyond reporting into measurable change.
Menopause action plans for large employers
Menopause is another topic that many businesses are scared to speak about. However, for the first time, menopause will be formally recognised within workplace equality frameworks.
Large employers will be required to develop and publish menopause action plans, setting out:
- The support available to employees
- Workplace adjustments
- Policies aimed at reducing stigma and disadvantage
Why it matters:
Menopause has long been an overlooked workplace issue, despite affecting a significant proportion of experienced female employees. Better organisational support helps:
- Reduce absenteeism
- Improve retention
- Protect senior female employees
This reform acknowledges menopause as a workplace equality issue – not just a personal health matter.
Day-one rights to parental leave
New reforms will make certain family leave rights available from the first day of employment.
While parental leave applies to all eligible employees, it has particular significance for women, who still disproportionately shoulder caring responsibilities.
Why it matters:
This is a huge step in the right direction for women who may find themselves changing roles while planning families.
It supports career mobility without forcing women to choose between progression and parenthood.
Sexual harassment protections strengthened
Sexual harassment disclosures will receive strengthened legal recognition within whistleblowing protections.
This means women who report sexual harassment will have clearer statutory protection against retaliation or dismissal.
Why it matters:
Fear of career repercussions remains one of the biggest barriers to reporting workplace harassment. Stronger legal safeguards empower women to raise concerns safely and confidently.
Improved access to Statutory Sick Pay
Reforms to Statutory Sick Pay (SSP) will:
- Remove the lower earnings threshold
- Make SSP payable from day one of sickness absence
Women are over-represented in lower-paid and part-time roles, making them more likely to fall below previous eligibility thresholds.
Why it matters:
Expanded access to SSP ensures more women have basic financial protection during periods of unwellness, reducing financial strain and worry.
A shift from awareness to accountability
This year’s International Women’s Day theme focuses on accelerating action – and that is precisely what these reforms represent.
Across pregnancy protection, menopause support, pay gap transparency and harassment safeguards, UK employment law is moving beyond statements of intent towards enforceable standards.
For employers, the message is clear:
Gender equality is no longer a cultural aspiration alone – it is becoming a compliance priority.
For women, these changes mark meaningful progress toward safer, fairer and more inclusive workplaces.