Creating an Action Plan to Reduce Gender Pay Gap

By Spring 2027, the landscape of HR compliance for large educational institutions in the UK is set to shift significantly. While reporting gender pay gap data has been a requirement for years, the transition from voluntary to mandatory Action Plans will force schools and multi-academy trusts (MATs) to move beyond data collection and toward active, transparent reform.

The Scope of the Requirement

Under the new legislation, all educational employers with 250 or more employees—which includes the majority of secondary schools, large primaries, and MATs—will be required to publish a formal action plan on the government's gender pay gap service.

Unlike the raw data currently published, these plans are designed to be public-facing blueprints that hold leadership accountable for workplace equality.

Key Focus Areas for Schools

1. Addressing the Gender Pay Gap

The education sector historically faces a specific gender pay gap challenge: while the workforce is predominantly female, senior leadership roles and higher-paid STEM positions are often disproportionately held by men.

• The Action Plan Requirement: Schools must select at least two evidence-informed actions to address their specific gaps; and

• School-Specific Steps: This might include introducing "blind" recruitment processes for leadership roles, formalizing flexible working policies for senior staff, or implementing structured mentorship programs to support female teachers moving into Head of Department or Executive Lead positions.

2. Menopause Support: A New Pillar of Compliance

For the first time, schools will be mandated to detail the steps they are taking to support employees experiencing menopause.

• Why it matters in Education: Given that a significant portion of the teaching and administrative workforce falls within the 45–55 age bracket, menopause-related attrition is a major threat to staff retention; and

• Implementation in Schools: Effective plans will need to go beyond "awareness." The Department for Work and Pensions (DWP) research suggests schools should consider:

  • Environmental Adjustments: Improving classroom ventilation or providing desk fans;

  • Policy Flexibility: Allowing for "wellbeing days" or more flexible break times to manage symptoms; and

  • Uniform/Dress Code Changes: Relaxing requirements for staff experiencing hot flushes.

How Schools Must Produce the Plan

The process is designed to be streamlined through the existing Gender Pay Gap Service portal.

• Evidence-Informed Selection: Schools will choose from a curated list of actions developed by the Behavioural Insights Team. These actions are proven to work, moving away from "performative" equality measures toward those that actually shift the needle on pay and retention; and

• Public Accountability: Once submitted, the plan is available to parents, prospective staff, and Ofsted inspectors. A robust action plan can serve as a powerful recruitment tool, signalling that a school is a progressive and supportive employer.

FOR MORE DETAILS, CLICK HERE