The Biggest Employment Law Changes Women Should Know in 2026

What has changed, why it matters, and where the law still falls short

Employment law in the UK is undergoing one of its biggest transformations in decades. From stronger protections against workplace harassment to expanded family leave rights and greater expectations around gender equality, the legislative landscape is evolving in response to longstanding workplace inequalities.

For many women, these reforms represent genuine progress. However, while the law can strengthen rights, it cannot, on its own, change workplace culture.

At The Data Gals, we speak to women every day who have experienced subtle discrimination, unequal career progression, inflexible working arrangements or workplaces that simply weren’t designed with their careers in mind. Many of these experiences never result in formal complaints, yet they shape careers, confidence and leadership opportunities.

The latest legal reforms acknowledge many of these issues. But they also raise an important question:

Are organisations genuinely becoming more inclusive, or are they simply becoming more compliant?

Understanding your rights is the first step towards answering that question.

1. Employers Must Do More Than Respond to Sexual Harassment

Historically, many organisations have focused on responding to complaints once inappropriate behaviour had already occurred. Increasingly, UK employment law expects employers to prevent harassment before it happens.

Under the Employment Rights Act 2025, employers are expected to take “all reasonable steps” to prevent workplace sexual harassment, with stronger duties being phased in during 2026. Employers will also become liable for harassment by third parties, including customers and clients, where appropriate preventative measures have not been taken.

This represents an important shift.

The responsibility is no longer placed solely on individuals to report inappropriate behaviour. Organisations are now expected to demonstrate that they have actively created safe working environments.

However, legislation alone does not eliminate harassment.

Mandatory online training, updated policies and annual awareness sessions may satisfy compliance requirements, but they do little if workplace cultures continue to discourage reporting or tolerate inappropriate behaviour from senior employees or clients.

What gals should know

Your employer should have a clear reporting procedure.
Managers should know how to respond appropriately.
Employers should be taking preventative action, not simply reacting to complaints.
Keep written records of any incidents or conversations if concerns arise.

2. Pregnancy and Maternity Protections Have Been Strengthened

Pregnancy discrimination remains one of the most persistent forms of workplace inequality.

Research commissioned by the Equality and Human Rights Commission found that approximately 54,000 women each year may leave their jobs because of pregnancy or maternity discrimination, demonstrating that legal protection does not always translate into positive workplace experiences.

Recent reforms strengthen protections against dismissal and redundancy during pregnancy and following maternity, adoption and shared parental leave. Employers are expected to prioritise offering suitable alternative employment before making affected employees redundant.

These changes provide greater security.

Yet many women continue to report more subtle barriers after becoming parents.

Career progression slows.

High-profile projects disappear.

Leadership opportunities become less frequent.

These experiences are often difficult to prove legally but can have lasting consequences for long-term career development.

What gals should know

Pregnancy should never influence recruitment or promotion decisions.
You have stronger protections if redundancy situations arise.
Returning from maternity leave should not mean returning to fewer opportunities.
Keep records of performance reviews, objectives and changes to your responsibilities.

3. Flexible Working Is Becoming the New Normal

Flexible working has evolved from an employee benefit into a fundamental expectation for many professionals.

Employees can now request flexible working from the first day of employment, and employers are expected to engage meaningfully with requests before refusing them.

For women, this change is particularly significant.

Women continue to undertake a greater proportion of unpaid caring responsibilities, making flexibility essential for many to remain in employment and continue progressing their careers.

However, flexible working should not create a new form of inequality.

Research consistently highlights the “flexibility penalty,” where employees working remotely or reduced hours may experience lower visibility, slower promotion and fewer leadership opportunities.

Offering flexibility is therefore only one part of creating an inclusive workplace.

What gals should know

Flexible working includes hybrid working, compressed hours, part-time arrangements and adjusted working patterns.
Employers cannot reject requests without legitimate business reasons.
Flexible working should not limit career progression or development opportunities.

4. Gender Pay Gap Reporting Is Becoming More Action-Oriented

For several years, larger organisations have been required to publish their gender pay gap.

The next stage moves beyond transparency.

The Government is encouraging employers with more than 250 employees to publish Gender Pay Gap Action Plans, outlining how they intend to reduce pay disparities. These plans are expected to become mandatory from 2027.

This is an important distinction.

Publishing a percentage explains what the gap is.

An action plan demonstrates what an organisation intends to do about it.

Women should also understand that equal pay and the gender pay gap are not the same.

Equal pay refers to men and women receiving equal pay for equal work under the Equality Act 2010.

The gender pay gap measures the difference in average earnings across an organisation and often reflects wider issues including occupational segregation, leadership representation and career progression.

What women should know

Salary transparency is increasing.
Understanding market salaries strengthens pay negotiations.
Equal pay rights remain protected under the Equality Act 2010.
Action plans should be judged by measurable outcomes rather than good intentions.

5. Menopause Is Finally Being Recognised as a Workplace Issue

For many years, menopause remained one of the least discussed workplace topics despite affecting millions of employees.

That is beginning to change.

Government guidance now encourages employers to introduce workplace adjustments, and larger employers are expected to publish Menopause Action Plans alongside wider equality initiatives.

This reflects growing recognition that retaining experienced women requires workplaces capable of supporting different stages of life.

Although menopause is not currently a protected characteristic under the Equality Act 2010, employees may still be protected where symptoms amount to a disability or where discrimination relates to age or sex.

The challenge now is ensuring menopause policies become practical tools rather than documents that remain on intranet pages.

What gals should know

Workplace adjustments may include flexible hours, temperature adjustments or changes to working environments.
You can ask for support if symptoms affect your work.
Employers should treat menopause as a legitimate workplace wellbeing issue.

Compliance Is the Minimum Standard

The recent employment law reforms represent meaningful progress for women across the UK workforce.

However, legislation establishes minimum standards—not exceptional workplaces.

The organisations that will attract and retain the best female talent will not simply be those that comply with new regulations. They will be those that embed inclusion into leadership, recruitment, progression, performance management and organisational culture.

Likewise, understanding your legal rights is important, but it is only one part of building a fulfilling career. Knowing when to challenge unfair treatment, advocate for yourself and seek support can make a significant difference.

At The Data Gals, we believe meaningful inclusion goes beyond compliance. It means creating workplaces where women are not only hired, but are supported to grow, lead and thrive throughout every stage of their careers.