1. How can we prepare for the introduction of Equality Action Plans?

Under the Employment Rights Bill, large employers (250+ employees) will soon need to publish an Equality Action Plan alongside their annual gender pay gap report. Plans will outline steps taken to improve gender equality and how staff are supported during the menopause.

The new requirement is expected to take effect in 2027 (voluntary from April 2026). Employers should prepare now by reviewing gender pay gap data, existing action plans, and menopause policies.

Need help drafting or reviewing your Equality Action Plan? Our HR and Employment Law specialists can support you with policies, training, and action planning. Contact us today.

2. What is a pulse survey?

A pulse survey is a short, focused survey (usually up to 10 questions) to capture employee feedback on culture, performance, or wellbeing. Unlike annual surveys, they give rapid insights into what’s working and what isn’t.

We can design and deliver tailored pulse surveys for your business, analyse the results, and advise on next steps. Get in touch with our team to start measuring employee engagement more effectively.

3. When will the EHRC’s updated Code of Practice for services, public functions and associations come into force?

The EHRC has submitted its updated Code of Practice for approval. Once approved, it will be laid before Parliament for 40 days before coming into effect. An updated Employment Code of Practice, which will be more relevant to workplace issues, is also anticipated.

Unsure how these updates will impact your workplace? Our team can provide training and practical guidance on equality, diversity and inclusion (EDI), including supporting HR and leadership teams.

4. Do employees have the right to be accompanied at redundancy consultation meetings?

There is no strict legal right, but best practice is to allow it, particularly where reasonable adjustments may be required. Doing so can demonstrate fairness in the redundancy process.

If you’re planning a redundancy process, we can provide template letters, consultation guidance, and legal support to ensure compliance and reduce risk. Speak to our team.

5. What changes will the Employment Rights Bill make to statutory sick pay?

From April 2026, statutory sick pay (SSP) will:

• Be payable from day one of absence (removing the 3-day waiting period).
• Apply to more employees with the Lower Earnings Limit removed.
• Be paid at the lower of the flat rate (£118.75/week) or 80% of weekly earnings.

We can help you prepare your sickness absence policies and payroll processes ahead of these changes. Contact us for tailored advice.

For expert HR and Employment Law support, call us today at 0333 888 1360 or email [email protected] to speak with one of our advisors.