How UK Employers Can Give to Gain
Sunday 8 March 2026 marks International Women’s Day, a global celebration of women’s achievements and a call to action for gender equality. The International Women’s Day theme for 2026 is ‘Give to Gain’, which emphasises generosity, reciprocity and actively supporting women’s advancement. But what does this mean for UK workplaces?
Despite decades of progress, women still face significant inequalities at work. The gender pay gap persists, with women effectively working unpaid hours compared to their male counterparts each year. The Equality Act 2010 prohibits paying employees differently on the basis of protected characteristics such as sex or gender, yet the gap endures. An analysis report by the Trades Union Congress (TUC) states that the UK gender pay gap currently stands at 12.8% and that women work, on average, 47 days of the year for free when compared to male colleagues. The TUC estimates that at the current rate of progress, the gender pay gap will not close until 2056.
Additionally, leadership positions remain disproportionately occupied by men. As of 2024, only 9 women held CEO positions at FTSE 100 companies. The FTSE Women Leaders Review report for 2025 revealed that women occupy 43% of board roles and 35% of leadership roles across the 350 FTSE companies.
This article explores how UK employment law provides tools to promote equality and how employers can embrace the ‘Give to Gain’ philosophy to support women’s advancement in the workplace, all of which should benefit the individuals and organisations alike.
How Employers Can ‘Give’: Legal Tools for Women’s Rights
UK employment law offers several provisions that help employers take meaningful action towards gender equality. Here’s how organisations can ‘give’ in practical, legally compliant ways.
Promote Disclosure and Conduct Pay Audits
The Equality Act 2010 prohibits employers from treating one gender less favourably than another. Employers can demonstrate their pledge to fairness by securing transparency through salary band clarity, pay reporting and transparent promotion processes.
Conducting a company-wide pay audit is a powerful way to identify gender-based pay disparities. Once identified, employers must take action to achieve parity where appropriate. Employees also have a role to play by speaking up and notifying concerns when they notice inconsistencies or unfair treatment.
Transparency creates trust. When employees understand how salaries are determined and see clear pathways for advancement, they’re more likely to feel respected and motivated, perform better and be loyal to the company.
Normalise Flexible Working and Honour Parental Rights
UK case law recognises that women typically shoulder primary childcare responsibility, which can lead to women being placed at a disadvantage, for example where a workplace has a rigid “provision, criterion or practice” (PCP) which doesn’t accommodate for additional childcare responsibilities. Under the Equality Act, any such PCPs that place women at a disadvantage could amount to indirect sex discrimination and therefore unlawful, unless the PCP can be justified.
Employers can ‘give’ by offering and normalising flexible working arrangements. The Employment Rights Act 2025 has introduced important changes to support this. From April 2026, parental leave becomes a day-one right. From 2027, there will be enhanced dismissal protections for pregnant women and new mothers, as well as stronger protections for those on adoption or shared parental leave.
Flexible working isn’t just about compliance; it’s about creating an inclusive culture where employees of all genders can balance their professional and personal responsibilities. This can lead to a loyal, happy and motivated workforce and allow companies with good reputations in the marketplace to attract the best talent.
Strengthen Protections Against Sexual Harassment
Sexual harassment is still a serious issue in many workplaces. Enhanced laws prohibiting sexual harassment came into effect in October 2024 and the Employment Rights Act 2025 will further strengthen harassment protections.
Employers should give these laws serious consideration and ensure compliance. This includes having a legally up to date and compliant anti-sexual harassment policy in place. Jones Chase has developed a toolkit to help employers meet the obligations that came into effect in October 2024 and Parts 1 and 2 are available for download on our “Downloads” page, which can be found here.
Other employees can also ‘give’ by speaking up, where appropriate, for colleagues who may feel unable to raise concerns themselves.
Adopting A True “Speaking Up” Policy
In employment law, we often find that getting ahead of a potential problem or escalated conflict has considerable benefits, both in terms of time, saving costs and also emotionally for the individuals concerned by reducing stress levels.
Employers can consider putting in place a true “Speaking Up” Policy, which is less formal than a whistleblowing policy, and allows issues to be raised without fear of repercussion. As a reminder, if an employer retaliates against a member of staff who complains that the Equality Act is being breached for example, this can amount to unlawful victimisation.
Having a Speaking Up policy can encourage participation, including raising issues on behalf of others who are too fearful to do so themselves, and allow steps to be taken before things escalate, leading to positive changes being put in place early for the benefit of all.
Why is International Women’s Day Important? Understanding the ‘Gain’
Supporting women’s advancement in the workplace carries an important benefit. The ‘Gain’ is in creating a fairer society and ensuring that everyone has equal opportunities to reach their full potential. By removing barriers and promoting equality, organisations contribute to a society and culture grounded in compassion and shared social progress.
In addition to altruistic benefits, supporting women’s advancement also delivers concrete benefits to organisations.
Attract and Retain Top Talent
A stable and diverse workforce produces substantial value. Companies that prioritise gender equality are more likely to attract and retain top talent. High employee turnover is costly not just financially, but in terms of lost knowledge and disrupted workgroup dynamics. It creates a considerable drain on management time and leads to reduced productivity.
When employees feel appreciated and encouraged, they’re more likely to stay. Replacing someone who leaves due to workplace dissatisfaction is generally more expensive than investing in their well-being from the start.
Benefit from Multiple Outlooks
Diverse teams bring different viewpoints to the table, leading to improved decision-making and innovation. Research regularly shows that companies with greater gender diversity outperform their less diverse counterparts. An open culture that embraces the hearing of diverse voices fosters innovation and problem-solving.
Create a Beneficial Ripple Effect
When people enjoy their work, the benefits go beyond the office. A healthy workplace culture radiates outward, affecting employees’ families, friends and communities. Happy employees are more engaged, productive and likely to advocate for their employer.
Companies that adopt the ‘Give to Gain’ philosophy position themselves as employers of choice while helping build a more equal society.
Taking Action Beyond 8 March
International Women’s Day on 8 March is an important reminder, but positive change requires ongoing action throughout the year. This involves ideally moving beyond token gestures and committing to concrete policies and practices that support women’s rights and empowerment.
The UN warns that it could take 286 years to close legal protection gaps and therefore, action is necessary now. By using the tools available through UK employment law and adopting the ‘Give to Gain’ ethos, organisations can play a vital role in accelerating progress, whilst reaping the benefits that come from having a diverse workforce and excellent company culture.
Whether it’s conducting pay audits, normalising flexible working or strengthening protections against harassment, every initiative counts.
How Jones Chase Can Help
Whether you’re an employer/HR professional looking to take further steps within your organisation to promote fairness and equality, or are an employee or worker wanting to understand your rights under the law, we’ve got you covered.
If you would like to learn more about the above, including implementing a “Speaking Up” policy, pro-equality practices and procedures or any other aspects of the Equality Act 2010, please get in touch.
Contact Jones Chase Employment Lawyers to discuss how we can support you through every step of the process.
- Get bespoke advice tailored to your circumstances.
- Ensure compliance with UK employment law.
- Optimise your workplace for inclusivity and fairness.
Schedule Your Call – https://joneschase.com/contact-us/
Jones Chase is a specialist employment law firm based in London with an excellent track record of looking after our clients.