Morning, Friday, 8th January 2027
Online
This conference will examine preparations for the next phase of workplace equality reform affecting women in 2027. Planned areas for discussion include implementation of the Employment Rights Act 2025 and anticipated reform of the equal-pay framework, women’s health, harassment prevention and workplace culture, labour market participation and progression, and employer readiness for new duties and enforcement arrangements.
Implementation & readiness for 2027
It will bring together stakeholders and policymakers to assess the early impact of reform introduced in 2026 and look ahead to the next phase of policy development and implementation. Following publication of the Government’s updated implementation timetable, and as consultation continues on Equal pay and pay discrimination, delegates will consider practical implications of confirmed measures due later this year and in 2027, alongside options being considered for further reform.
Discussion will examine what employers, regulators and delivery bodies need to prepare for, including the expanded remit of the Fair Work Agency, how confirmed measures can be implemented effectively, and how differing levels of organisational capacity can be accommodated.
Women's health, wellbeing & workplace culture
The planned agenda will explore implications of developing policy and employer approaches to supporting more women to remain in work, return following periods of ill health or caring, and progress within their organisations. Discussion will consider how occupational support and workplace culture can respond more effectively to women’s health needs, from menstrual and reproductive health to pregnancy loss, menopause and long-term conditions.
Attendees will also assess early implementation of strengthened duties relating to sexual harassment and harassment by third parties, and how formal policies can be supported by appropriate management capability and job design, so that employees are able to seek support and employers can improve retention without facing unclear or impractical expectations.
Equal pay, transparency & enforcement
Further discussion will consider proposals for reform of the equal-pay framework, including their potential implications for the earlier identification and resolution of discrimination, and how proposed changes to transparency and enforcement might operate alongside gender pay gap reporting and the shift to mandatory action plans. Sessions will examine the relationship between pay, workforce participation and longer-term pension outcomes, as well as the conditions affecting recruitment, progression and representation in senior leadership.
Delegates will also consider how new rights and revised enforcement arrangements can be implemented proportionately, while providing employers with sufficient certainty and maintaining organisational flexibility and access to the skills needed for growth.
Overview of areas for discussion
- Employment Rights Act implementation & readiness for 2027:
- early effects of new parental rights and day-one Statutory Sick Pay - preparations for strengthened duties relating to sexual harassment and harassment by third parties
- mandatory gender equality action plans on gender pay gaps and support through menopause - changes to flexible working - proposed zero and low-hours reform
- guidance, dispute prevention and enforcement - Fair Work Agency responsibilities and capacity - implications by sector, workforce model and employer size
- women’s health, occupational support & workplace culture:
- occupational health support for menopause, menstrual and reproductive health, fertility treatment, pregnancy loss and long-term conditions
- Keep Britain Working Vanguard approaches to prevention, retention and return to work - management skills and adjustments - confidence, confidentiality and proportionate delivery
- labour-market participation, recruitment & progression:
- childbirth, caring and ill health - childcare availability and affordability - flexible job design and employer support for entry, retention and return to work
- recruitment and retention in shortage sectors - training and progression in STEM, digital and other growth roles - equality, productivity and senior leadership representation
- equal pay, transparency & enforcement:
- next steps on Equal pay and pay discrimination - recruitment, pay and progression transparency - pay information, job evaluation and audits - links to reporting and action plans
- proposed Equal Pay Regulatory and Enforcement Unit - regulatory and tribunal interaction
- costs, legal certainty, enforcement resources and SME capability
