{"id":15231,"date":"2026-02-16T11:46:54","date_gmt":"2026-02-16T11:46:54","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15231"},"modified":"2026-03-19T09:48:21","modified_gmt":"2026-03-19T09:48:21","slug":"employment-rights-act-2025-will-women-in-the-workplace-benefit","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/","title":{"rendered":"Employment Rights Act 2025 &#8211; will women in the workplace benefit?"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Caroline Green, author of&nbsp;<em>The Career Confidence Toolkit for Women<\/em>&nbsp;joins the podcast to discuss measures in the Government&#8217;s Employment Rights Act 2025 &#8211; harassment and flexible working reforms, menopause action plans &#8211; and set out ways in which employers and employees alike can benefit from the forthcoming legislative changes.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Employment Rights Act 2025 \u2013 will women in the workplace benefit?\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/5SXWh6SaT4xO2eC53gIzQz?si=0e21e7e94c714dfb&amp;utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-2315b49fda87d22b0d56de4ab59f6dc4 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about the Employment Rights Act 2025 \u2013 what else? \u2013 but here specifically in relation to its impact on women in the workplace. And I\u2019m delighted to be joined to do that by Caroline Green, who is a regular contributor to the Brightmine website, among other things. Hello Caroline.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Hello Robert.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And I think probably you\u2019re about to publish a book on an associated subject so can I begin by just sort of asking you to tell us a little bit about your experience to this point and sort of research that you\u2019ve been doing for the book and on the ERA?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Absolutely. Thank you. Yes, and it\u2019s like you say, I\u2019m a regular contributor so it\u2019s lovely to be here on our podcast as well.<\/p>\n\n\n\n<p class=\"\">So my name\u2019s Caroline Green. I am the CEO and founder of a business called The Talent Cycle. I have worked in careers and learning development for about 20 years. It makes me feel old when I say that! But I have been working in the sector for quite a long time and running the business for sort of just over six years. And within that business I do a lot of one-to-one career coaching, a lot of training of line managers. We do retreat days for women and have a real passion for supporting women in the workplace, and all women in the workplace \u2013 and I\u2019ll come onto that; no doubt we\u2019ll kind of talk about that a little bit more shortly. <\/p>\n\n\n\n<p class=\"\">But I also do a lot of writing. So as you mentioned, I\u2019ve written some articles for you previously and continue to do so.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Well I mean, just to sort of jump in on that, you\u2019ve been tracking for us a lot of the responses to people in your network to the Employment Rights Bill, as it was at that point, and what people were thinking about in relation to it. So this sort of follows on from that, doesn\u2019t it?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Yeah, absolutely. No, no, thank you. And thank you to those fantastic women and men who\u2019ve contributed to those articles as well because as you say, it\u2019s about network and hearing lots of different people about actually how the ERB, as it was\u2026you know, how everybody\u2019s been feeling as we\u2019ve been sort of going through that. So it\u2019s been really important to get those voices.<\/p>\n\n\n\n<p class=\"\">And hearing other people\u2019s voices is very important to me and that\u2019s been a huge part of my book as well, as you mentioned. So I have a book. It\u2019s called The Career Confidence Toolkit for Women. It\u2019s specifically aimed at careers and HR professionals, to help them. It\u2019s based on data and research but also lots of practical, lived experience as well, including my own. And I interviewed 23 amazing women as part of that, who\u2019ve all sort of shaped the book, to talk about, \u2018Actually what can we do? Why is it women struggle with their confidence, both in work and in life generally?\u2019 And what we can do as well to support them. So that book\u2019s out on the\u2026so the official publication day is 12th February, so really looking forward to launching that very soon.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Caroline, that\u2019s fantastic. So I think let\u2019s begin then with how women struggle in the workplace. What are the areas that you\u2019ve identified there? What do we need to be thinking about?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green: <\/strong>So I think there\u2019s lots of areas, unfortunately, that women can struggle, both in the workplace and in life generally. And some of this is internal things and some of it\u2019s coming from external. So if we sort of start with the internal stuff, one of the big things obviously is hormones, the joy that is hormones, and the struggles that women face particularly in certain points in their life. So, you know, perimenopause, menopause. I think a lot of people talk about it as if there\u2019s one or two symptoms, you know. Things like hot flushes, for example. In actual fact, in my book I interview a menopause coach who talks about the fact that there are 34 different symptoms that women can face. And obviously, you know, they may be facing some of those or all of those in the workplace itself.<\/p>\n\n\n\n<p class=\"\">Help is obviously at hand with that because with the Employee Rights Act there are changes afoot with that. So with larger employers who will be required to publish equality action plans that explicitly include how they support employees going through the menopause, as well as addressing the gender pay gap. So that\u2019s a really good, positive thing that\u2019s coming forward that may well help women sort of struggling with perimenopause and menopause. But there are sort of other suggestions and other things that employers, that individual line managers, that HR can do and think about in order to support women with this particular struggle. So thinking about, you know, flexible working. Never underestimate the value of that. You know, it\u2019s a good example of sometimes relatively small changes can make a huge difference.<\/p>\n\n\n\n<p class=\"\">So I\u2019ve previously written an article about this topic, and an employer picked that up and talked to me about it afterwards. They do deliver a very much a client-facing delivery model. They can\u2019t just have everyone working from home all the time. But what they did sort of pick up from my article and from talking to the women in their company was that a lot of those women had really bad fatigue. And so actually, going out and being client-facing every single day, you know, from noon \u2018til dusk was just too much for them. So what they\u2019ve done is changed their model, so rather than being kind of client-facing all day they\u2019re client-facing more often but they are sort of not doing that all day. And that really, really helps the women. It still supports the customer. They are still happy because they\u2019ve still got the right amount of client-facing time. But it\u2019s simple changes like that, that actually if we just think outside the box a little bit, that can help with something that is a massive struggle for women.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So there you\u2019re saying that an employer actually found they were able to modify their own working model in order to accommodate this, because obviously, you know, you\u2019ve got a very valuable workforce and you also\u2026which is one of the issues with menopause, isn\u2019t it, the sort of historical loss of women in the workplace to that and, you know, employers benefit by making these adjustments so that they manage to retain talent. I mean, that\u2019s the point, isn\u2019t it?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green: <\/strong>Absolutely. And it\u2019s a win-win situation. This isn\u2019t just about supporting those women, although there is, you know, that kind of moral argument for that. But there\u2019s actually a business case for this as well, absolutely. And like you say, it\u2019s about support that talent. Now, if you think about the sort of average age of someone who\u2019s going through perimenopause and menopause, they\u2019re likely to be a really valuable resource in your workplace. They will have, you know, a huge amount of career experience behind them. And as you say, you don\u2019t want to be losing that talent. So if there are adjustments that you can make, you know, like\u2026why wouldn\u2019t you, to support those women and, as I say, still meeting the needs of your organisation, still meeting the needs of your clients.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. Now, you\u2019ve mentioned flexible working and there is a part of the Employment Rights Act that addresses that. I think that comes in in 2027, or it\u2019s supposed to (at the moment I don\u2019t think there\u2019s a precise date attached to it), and it\u2019s quite a modest adjustment, isn\u2019t it? Which is just it creates greater need for an employer to be really explicit in their reasons for refusing a request to work flexibly, and that it has to be reasonable.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Exactly. And you know, sort of, as I mentioned at the start of this, I\u2019m an advocate for all women in the workplace, so often we will hear about different things that are put in place to support mothers in the workplace. Really, really important, absolutely. I\u2019m not saying that we shouldn\u2019t do that. It\u2019s completely crucial that employers do that. However, there are one in five women in the workplace who are without children. So there is actually a much bigger group than people realise, and actually it\u2019s thinking about how to support them as well. Now I\u2019ve worked with and interviewed \u2013 and again, one of the women I\u2019ve interviewed in my book talks about her experiences of having asked for flexible work not because of childcare reasons and having been rejected because it wasn\u2019t for a childcare reason \u2013 so I\u2019m absolutely fully in support of anything that reinforces this message that there\u2019s lots of reasons why lots of us want to work flexible, you know, whether that\u2019s about, you know, shift patterns or place of work etc. There\u2019s lots of different reasons. So it could be because of menopause. It could be because of childcare. It could be because of, you know, looking after elderly parents who need that support or a million and one\u2026it might just be because you want to potter about in your garden. You know, all of these things, they\u2019re okay. It\u2019s about that helping women with their wellbeing and supporting them. And you know, it goes back to the point that we were just saying about. It\u2019s great talent; you don\u2019t want to lose it. So it\u2019s thinking about bringing that act it, it\u2019s just kind of reinforcing that message. And as you say, it\u2019s not huge changes from what we\u2019ve got already. It\u2019s just about reminding people, you know, why it\u2019s there and why it needs to be there, and to just support employees in any way that you can.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah, \u2018cause I think again with the menopause and gender pay gap action plan requirement, which is also a 2027 measure at this stage, at the moment it\u2019s not clear that it\u2019s going to make a vast sort of requirement of employers beyond a sort of tick-box exercise. But obviously it continues to nudge employers towards thinking creatively about both the human case, the purely human case, and also the business case, which is, you know, you want to retain talent.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green: <\/strong>Absolutely.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And your own business, of course, is called The Talent Cycle.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Mm-hmm.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>What\u2019s the\u2026is there a story behind the name?<\/p>\n\n\n\n<p class=\"\">Caroline Green Yeah, absolutely, and that is exactly why. It\u2019s all about supporting that cycle of the talent if you\u2019re an individual. So thinking about, you know, career development. And career management isn\u2019t a one-time thing. We don\u2019t go into schools and talk to, you know, teenagers and that\u2019s it. You know, I\u2019ve talked to a lot of teenagers over the years and said, \u2018You don\u2019t have to have your whole life planned out by the end Year 9, despite what our education system might, you know, have you think.\u2019<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>No, but by Year 11!<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> By Year 11! Have your whole life sorted by then. No! You know, I sort of spend a lot of time talking to teenagers about that. But also, you know, we\u2019re growing and developing. You know, the modern workplace is changing. You know, lots of us aren\u2019t staying in roles so long. There\u2019s lot of sort of development, you know, personally that you could be doing, and thinking about your career and how that\u2019s changing. So there\u2019s a real cycle of talent for yourself.<\/p>\n\n\n\n<p class=\"\">But also I do a lot, as I mentioned, I do a lot of work with employers thinking about their cycle of talent, absolutely, and how to kind of keep that moving. You don\u2019t want a stagnant workforce but you want to retain talent. You don\u2019t want to lose talent unnecessarily. And there\u2019s lots of ways that employers are doing that. And like you say, with the ERA hopefully it will bring a bit more clarity, a little bit more understanding, a little bit more, you know, of those legal requirements. However, you know, as you mentioned about the sort of reporting, you know, gender pay reporting has been around for a while for different organisations. Some, you know, do that. Some care about it. Some do it as that kind of just ticking a box side of things. But it\u2019s really about I would encourage HR professionals at the moment to think about, \u2018Okay, how can we use this as a tool to support women and, you know, and to support everyone in our workforce? And how can we, you know, bring this to life so that we can live and breathe it within our organisation?\u2019<\/p>\n\n\n\n<p class=\"\">And a lot of this\u2026and again, you know, one of the problems for women is culturally, across society, we\u2019ve had to, and continue to have to battle a lot of things. And you know, anyone who works in HR who\u2019s tried to change a culture within an organisation knows that that doesn\u2019t happen overnight. When we\u2019re doing it on a much bigger sort of societal platform it\u2019s even more challenging. So we have that that\u2019s all coming into the workplace.<\/p>\n\n\n\n<p class=\"\">So anything that you can do to support, whether that is talking to the senior leaders in your organisation about the ERA and actually what that really looks like and distilling that to them, you know, in practical terms, but also thinking then about the other side of things.<\/p>\n\n\n\n<p class=\"\">So for example, with your line managers, how you support them, how you train them to embed these things. You know, I\u2019ve mentioned already some of the things, you know, such as sort of supporting women without children or women who are going through fertility treatments and things like that. I mentioned hormones before. That\u2019s, you know, that\u2019s another big area. There are a lot of women in the workplace who are currently dealing with fertility treatments and may or may not want to talk about that at work. That\u2019s entirely up to them. But the women that I\u2019ve interviewed and talked to for the book, you know, who\u2019ve been through that process, talk about the value and the importance of having that line manager who\u2019s just a bit sensitive, who\u2019s just a bit caring, who creates that psychological safety. You know, as you mentioned before, I\u2019ve done lots of work with Brightmine. I\u2019ve done a podcast before on that topic of psychological safety \u2018cause that\u2019s just so important, to create those environments where women feel safe that they can talk about things, where you can then just have those conversations and bring, you know, bring the act to life, \u2018cause otherwise it\u2019s just a bit of paper. It\u2019s, you know, it\u2019s about really bringing it to life and supporting all employees.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Can you offer a few tips on that, really, actually? How do you create psychological safety? What are the sort of beginning points when talking to line managers that sort of help to\u2026\u2019cause obviously it\u2019s going to vary a great deal according to, you know, particularly scenarios and also personalities. How should you be thinking?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> I think, you know, to me it\u2019s all about inclusivity. You know, psychological safety is all about, \u2018I feel safe at work, I feel heard, I feel listened to. I\u2019m not afraid to speak my mind or share ideas or thoughts, or share about who I am,\u2019 you know, and we haven\u2019t talked about those intersectionalities of women struggling with, you know, lots of sort of other areas. It\u2019s about being not afraid to be you at work. <\/p>\n\n\n\n<p class=\"\">So the way that line managers can help support that is through that inclusivity. It is about giving everyone a voice. It is about listening to everybody. It is about treating everyone with fairness and respect. It\u2019s really basic things but it\u2019s surprising how often this doesn\u2019t happen. So again, you know, sort of examples of, you know, with the women that I talked to, who will talk about, you know, the inequalities with\u2026actually, I mean, you look at where men are in the organisation, for example, versus you know, where women sit in terms of, you know, promotions and things like that, and why does that happen? I talked to lots of women without children who sort of say, you know, \u2018I\u2019m not allowed to take time off during the school holidays \u2018cause I don\u2019t have children.\u2019 That\u2019s, you know, that is not fair and that\u2019s pitting people off against each other and that doesn\u2019t help.<\/p>\n\n\n\n<p class=\"\">It\u2019s all of these really sort of basic ways of just listening to people and understanding, and treating everyone with fairness, really.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And I guess, you know, you just begin always with the assumption that other people are not exactly like you.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Yeah. And I think, you know, in coaching we talk a lot about that, you know, being curious. So you know, approaching things with a sense of curiosity rather than, you know, \u2018I know everything.\u2019 And I think actually, I\u2019ve worked with a lot of line managers who are terrified because once you become a line manager you think you have to know everything. You don\u2019t. It\u2019s okay. That\u2019s not what the job is. You know, you\u2019ve got specialists there to know all the things. But it\u2019s about approaching that sort of with curiosity.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And so in terms of being curious, if I can ask this question, obviously one has to be slightly careful about questions that one asks. How can one be curious in the best possible way?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> I think it\u2019s\u2026do you know what? It\u2019s asking questions like that. It\u2019s about having those kind of open questions and not just assuming that you know the answers. It\u2019s not about badgering people when, you know, they then sort of answer to something. And I think, you know, lots of people are okay with being asked different questions as long as it\u2019s not coming from an assumption, if that makes sense. You know, like we\u2019ve talked about menopause. You know, talking to a group about, you know, with curiosity to me would be about, you know, just sort of saying, \u2018Look, I want to create an environment that is suitable for everybody in this organisation, and I\u2019m aware that there are certain things that women, for example, will find challenging, menopause being one of them. Can you tell me a bit about what that\u2019s like? Are you able to share? Do you feel comfortable to share?&#8217;<\/p>\n\n\n\n<p class=\"\">That\u2019s a very different conversation to just badgering someone about, you know, \u2018Do you have menopause? Are you going through menopause? Tell me about that.\u2019 Or you know, I\u2019m child-free by choice. I experience lots of people harassing me once I sort of say that I don\u2019t want children. Then it\u2019s like, \u2018Well tell me why. Why, why, why?\u2019 And that\u2019s not approaching it with curiosity. So I think it\u2019s really about those sort of open-ended questions and coming from a genuine place of wanting to understand. And I think sometimes it\u2019s looking at yourself but looking at your organisation as well. You<br>know, we\u2019ve talked about, you know, gender pay reporting, for example, and some organisations will just do that as a tick-box. But actually thinking about, \u2018Well what does that\u2026you know, let\u2019s look at our organisation. Have we done that? Why have we done that? How can we be better?\u2019 You know, it\u2019s asking those questions of yourself as much as it is about asking others, I think.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And with the gender pay issue, the sort of dial hasn\u2019t shifted that far, has it, in the years that it\u2019s been operating? And I don\u2019t know that it\u2019s always because people are cynical about sort of just posting figures. There may be some truth in that, but it is also one of the things addressed in the Employment Rights Act, is creating an action plan and also an action plan that works.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Yes, an action plan that works.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And also different ways of understanding data because it\u2019s actually quite a tricky thing often, or you need people who are extremely good at reading numbers and stats and understanding what it might be that you have to do in order to make a change. And obviously with the pay gap and menopause action plan requirement, which as I say is due to come in next year, it is really\u2026obviously that seems to be a step forward in terms of saying, \u2018Okay, so you have some data. Now what\u2019s your plan on the back of that?\u2019 And then of course there\u2019s the question of, \u2018Is it a good plan and does it work?\u2019 <\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>But I suppose, you know, we progress little by little.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> And I think there\u2019s different stages to it, isn\u2019t there? There\u2019s, like you say, there\u2019s that gathering data, how do we gather data. I would encourage, you know, HR teams to be thinking about that right now, as I know lots of them are, but thinking about that in practical terms for them. Do they need to be budgeting for more tools, more resources, whatever it is that they need in order to be able to, you know, gather that data. But I think, you know, our HR colleagues are brilliant at actually doing that and saying, \u2018Okay, here we\u2019ve got the data. Now let\u2019s turn this into the story that the organisation needs.\u2019 And I don\u2019t mean make that up! I mean, you know, how do you\u2026 how do you then sort of sell this data to your organisation, whether it\u2019s talking to senior leaders, whether it\u2019s talking to colleagues etc.? Thinking about, \u2018Actually, what\u2019s the message here that we want to get across, that we need to get across, and how do we talk about this?\u2019 How do we sell, for example, the fact that if we are underpaying our female colleagues, you know, how do we sell the message that that\u2019s not okay? That goes back to our kind of, you know, our arguments around retaining talent and things like that. Or it\u2019s about benchmarking and so on. There\u2019s lots of different ways that you can frame it and phrase it. That\u2019s definitely sort of part of it. And then as you say, it\u2019s then sort of how do you sort of take that to the next step of actually kind of bringing that in, and what does that look like?<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So when you\u2019ve been working with organisations across the period since pay gap reporting has come in, can you sort of give us a couple of good examples of where you think that\u2019s been done well, where you know, you\u2019ve sort of seen a fairly inspiring example of actually taking data and managing to make a case that\u2019s actually worked?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> So this is an interesting question \u2018cause I can probably give you way more examples of those that haven\u2019t, worryingly. That probably says a lot.<\/p>\n\n\n\n<p class=\"\">I think those who\u2019ve done it well have\u2026it\u2019s about the organisation. It\u2019s like any bit of data. It\u2019s about the organisation and what is that organisation going to listen to. Some want that kind of numerical data. Some want to hear the sort of personal stories behind it. You know, and I\u2019ve worked with organisations who\u2019ve done that very well on the whole, not just about gender pay reporting but, you know, a lot of different areas. And a lot of it is about them framing that in terms of, \u2018What\u2019s the business case for this, and how can we then, you know, move forward?\u2019<\/p>\n\n\n\n<p class=\"\">I\u2019ve worked, and you know again lots of my interviews with the women for the book, we\u2019ve talked about different ways that businesses have supported women, \u2018cause it\u2019s not actually just about the pay; it\u2019s about lots of other things, just all the things that we\u2019ve talked about. I think the organisations who do it well do it in a holistic way and support women in all of these different ways as well as the pay side of things as well.<\/p>\n\n\n\n<p class=\"\">You know, one of the women I interviewed for the book talks a lot about, she wants to kind of make salary history, is what she calls\u2026she sort of refers to. And does a lot of working with women\u2026and you know, I\u2019ve seen this in organisations as well where it\u2019s like, \u2018Stop asking women. Stop asking any employee what they used to earn, you now, in a previous role.\u2019 Because actually that then, you know, can impact what you then offer them. You could end up low-balling them when actually you don\u2019t need to be doing that. So I think organisations that I\u2019ve worked with who don\u2019t do that, who do it based on, \u2018Actually, you know, what\u2019s our budget? What do we think this role is worth? We\u2019ve done our benchmarking. We\u2019ve met this person. This is what we think they\u2019re worth.\u2019 Gender is irrelevant, collecting that data is irrelevant. It\u2019s actually thinking about those individuals in front of them and the talent that they\u2019ve got already and the talent that they want. I think that\u2019s kind of how organisations do it really well.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Another element in the Employment Rights Act concerns harassment. Also big changes came in in 2024, in autumn 2024, and now we have another couple of major ones due to be introduced in October of this year, 2026. So just really what you think that might do, and what issues that address. I should say what those are. I<br>mean, first of all there\u2019s the introduction of employer liability for third-party harassment, which is quite a significant one. What have they been saying about this?<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> I think, you know, everyone is all for it, for one thing. It\u2019s definitely not a sort of area that anyone is kind of debating should be happening. And obviously we should say as well with harassment, it could be, you know, any gender. This isn\u2019t just women. But you know, it often happens to women.<\/p>\n\n\n\n<p class=\"\">I think one of the big things that I\u2019m hearing from people, as with a lot of the act at the moment, it is still actually\u2026there\u2019s still lots to be clarified and confirmed and decided. And one of the big things is, I think some of the wording is around \u2018all reasonable steps\u2019 being taken, and there\u2019s still a bit of a question mark over, \u2018Okay, well what does that actually mean?\u2019<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So there are two strands. So there\u2019s the introduction of the word \u2018all\u2019 in front of \u2018reasonable steps\u2019 that is there. And as you say, there\u2019s a question over how much further\u2026or that it to say if people are already taking reasonable steps then what does \u2018all\u2019 mean? And we look for further guidance on that, which is probably going to come out of the employment tribunal above all else \u2018cause, well, people will bring cases and then we\u2019ll see. And that applies specifically to sexual harassment whereas, as you were saying, with third-party liability, which is one that\u2019s got a lot of headlines, that applies to harassment generally. Well, to all of it.<\/p>\n\n\n\n<p class=\"\">And I suppose there have been a few questions asked around that with employers who, you know, run pubs, for instance, or spaces where it\u2019s hard to control, harder to define who your customers, clients are, and the people your employees speak to. So I think it\u2019s one thing that\u2019s caused a bit of anxiety, which has possibly been overreported. I don\u2019t know how that will actually work in practice. And as you say, you quote in your article people saying this makes complete sense. But there is a monitoring sort of question about how it\u2019s going to work.<\/p>\n\n\n\n<p class=\"\">And I think one thing that came up at a round table we did was about\u2026I mean, obviously employers carry out risk assessments all the time, and if you do a good risk assessment then you\u2019re doing your duty to take reasonable steps. That\u2019s a key part of it, isn\u2019t it? But then beyond that, being able to lay down your expectations to customers and clients, and this is often quite a sort of a tender are because they\u2019re often\u2026well, they\u2019re the people who spend money with you as an employer. You can see how it raises certain issues that need to be tackled but again it\u2019s quite subtle, psychologically, sometimes to persuade people to make the right decisions.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> I think you\u2019re right, and I think it\u2019s\u2026to me some of this goes back to culture and, you know, and again sort of people that I\u2019ve interviewed for various things and even the book, is we talk a lot about allyship and about getting that kind of male allyship of building that right culture, because actually as a society if we had the right culture we wouldn\u2019t even need this in the act.<\/p>\n\n\n\n<p class=\"\">So it\u2019s about actually, how do you take those reasonable steps? And like with a lot of the act, it\u2019s a case of actually, if you\u2019re doing things right anyway you\u2019re probably not going to be making huge changes with this act. It\u2019s for those who aren\u2019t doing, you know, even the bare minimum of things that they should be for employees, including this area. So there\u2019s a bit of an evaluation of that.<\/p>\n\n\n\n<p class=\"\">But then also laying on top of that there is that side of, \u2018Actually, what other things can we do?\u2019 And again it goes back to that question, \u2018What can we do to be better?\u2019 You know, is it, \u2018Do we need to do better training and briefing of staff themselves?\u2019 Because actually, like you say, we don\u2019t have any control over our customers as such, but we definitely have more sort of control and weight with our staff. So what can we do to support staff to make sure that there isn\u2019t anything, you know, any harassment happening within staff, and that staff really, truly understand what is not okay?<\/p>\n\n\n\n<p class=\"\">Some of those environments you\u2019ve talked about, I would say, are quite kind of hotbeds for, you know, banter that actually isn\u2019t okay. So it\u2019s about learning about, you know, for staff to learn actually what is and isn\u2019t okay. And you know, perhaps getting in some sort of specialist training. There are specialist providers out there who sort of explain about a lot of this stuff.<\/p>\n\n\n\n<p class=\"\">And then it\u2019s once you\u2019ve got your staff better equipped, they also can then be better equipped of how to deal with it in the right way because sometimes actually it\u2019s, like you say, it\u2019s about getting that balance right \u2018cause they are still customers, but actually it\u2019s about being really clear on kind of those boundaries and what is okay and<br>what\u2019s not okay. And I think, you know, 99% of your customers, if they see that other customer who is acting in an inappropriate way and you\u2019re dealing with that in a firm but, you know, let\u2019s say polite but\u2026firm, customer-focused way but supporting your staff and other customers, you know, that\u2019s not going to create any issues for you with, you know, your broadest customer base, if that makes sense.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yes. So we\u2019ve done a tour of the Employment Rights Act and its impact. Beyond that, can I just ask in your book, The Career Confidence Toolkit, tell us a bit about the toolkit.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green: <\/strong>So the toolkit\u2026the book, the approach of the book is I look at, you know, again in more depth than we\u2019ve perhaps had chance to talk about today, but talk about some of the challenges that women face, both internally and externally. And then I look at actually how do you then sort of solve some of those challenges, or how do you support women to overcome some of those challenges. Either how do you support them or how do you support them to support themselves and learn how amazing and brilliant they are. So that\u2019s sort of the structure, if you like, of the book. And then within that book, for every chapter there are tools at the end of every single chapter that can help you do that, that can help you have some of those conversations, that can help you first of all understand that context and then, like I say, use those tools to help.<\/p>\n\n\n\n<p class=\"\">So in terms of tools, there\u2019s a whole range of different things that you can use from, you know, there\u2019s some really good coaching questions. There\u2019s some other activities where you can support women to sort of self-reflect, for example, thinking about what their values are, what their strengths and things like that. So lots of kind of practical things \u2013 practical activities, I suppose, is another way of putting it \u2013 that you can use to support women. Or women can pick that book up themselves and use that. Or you know, I mentioned before about allyship. Absolutely. The more men that read this book as well, the better. They can then sort of understand a bit about actually what are some of the challenges women face. And then again those tools, which are just practical things, practical activities that women can use, or can be used with women, to support them thrive as the amazing, brilliant women that they are.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Finally, just to put you on the spot\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Okay!<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2026give us three tips to take away today.<\/p>\n\n\n\n<p class=\"\"><strong>Caroline Green:<\/strong> Three tips to take away. I think one is \u2013 and we haven\u2019t actually talked about this too much \u2013 but one is listen to women\u2019s voices. Don\u2019t just make assumptions. Don\u2019t just sort of think, \u2018Oh okay, I\u2019ve got the Employment Rights Act, I need to make all these changes. I know what\u2019s right for women so let\u2019s just make it.\u2019 Make sure you include women in the conversation. That\u2019s definitely one of my tips. <\/p>\n\n\n\n<p class=\"\">My second tip is think long and hard, and look long and hard, at yourself and your organisation and think, \u2018Are we actually really doing the best for\u2026not just for women but all employees within our organisation?\u2019 But do think about that through the lens of, you know, particularly for women, \u2018Actually are we doing all the things that we can to support them?\u2019<\/p>\n\n\n\n<p class=\"\">And then step three, obviously, is, \u2018If we\u2019re not, it\u2019s time to act on it.\u2019 Obviously with the act, it\u2019s being brought in in a phased approach. You don\u2019t have to wait until that comes along. You know, there\u2019s been\u2026obviously it\u2019s been in the pipeline for a long time. There\u2019s been a lot of research and data and conversations already about this act and why it has come into being in the first place. So there is a reason for it. And so, you know, you don\u2019t have to wait \u2018til it becomes law and it\u2019s really being pushed. Think now. Think about, you know, it\u2019s a really good opportunity to kind of get your house in order. That\u2019s sort of\u2026one of the HR professionals that I interviewed for one of the articles that I\u2019ve written for you, we talked about that a lot, is about getting your house in order now. There is never any harm in doing that. You know, there may be changes with the act as we go forward. There may be further details that we don\u2019t know yet. But if you can get those kind of baseline things in place now, you can just build on that more and more.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Wonderful. Caroline, thank you so much for joining us today. I think there were some really interesting points there for people to consider. And also thank you for underlining the fact that although we have the act, we are waiting for lots of details \u2018cause there are consultations and then regulations to be published, and so actually it\u2019s not always clear precisely what everything entails, even though it\u2019s now the Employment Rights Act 2025.<\/p>\n\n\n\n<p class=\"\">We\u2019ll put a link to the book in the show notes, and also to your articles and other supporting materials that we have on the Brightmine website. So again, Caroline, thank you very much for joining us.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Caroline Green<\/strong><br>Author:&nbsp;<em>The Career Confidence Toolkit for Women<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-4 is-position-sticky\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-outline is-style-outline--1\"><a class=\"wp-block-button__link has-secondary-blue-color has-text-color has-link-color wp-element-button\" href=\"\/uk\/tag\/employment-rights-act\/?intcmp=resource|era-hub|explore-our-era-hub\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;border-bottom-left-radius:25px;border-bottom-right-radius:25px\">Explore our ERA resources<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-16154 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-dei topic-talent-management\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/hidden-barrier-to-womens-progression\/\" target=\"_self\" >Over mentored but under sponsored: A hidden barrier to women&#8217;s progression<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15467 resources type-resources status-publish has-post-thumbnail hentry category-tools topic-benchmarking\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/survey-analysis-and-benchmarking-data\/\" target=\"_self\" >Survey analysis and Benchmarking data: The complete list<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15231 resources type-resources status-publish has-post-thumbnail hentry category-podcasts tag-employment-rights-act topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/\" target=\"_self\" >Employment Rights Act 2025 &#8211; will women in the workplace benefit?<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-e63ff10784fa0d63c697a4b58ad46af8 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/20085647\/team-discussion-in-modern-office-lounge-area.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\">Four rate rises for 2026 you should watch out for<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Are you ready for 2026 minimum wage changes? 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data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option value=\"Dominica\">Dominica<\/option><option value=\"Dominican Republic\">Dominican Republic<\/option><option value=\"Ecuador\">Ecuador<\/option><option value=\"Egypt\">Egypt<\/option><option value=\"El Salvador\">El Salvador<\/option><option value=\"Equatorial Guinea\">Equatorial Guinea<\/option><option value=\"Eritrea\">Eritrea<\/option><option value=\"Estonia\">Estonia<\/option><option value=\"Eswatini\">Eswatini<\/option><option value=\"Ethiopia\">Ethiopia<\/option><option value=\"Falkland Islands (Malvinas)\">Falkland Islands (Malvinas)<\/option><option value=\"Faroe Islands\">Faroe Islands<\/option><option value=\"Fiji\">Fiji<\/option><option value=\"Finland\">Finland<\/option><option value=\"France\">France<\/option><option value=\"French Guiana\">French Guiana<\/option><option value=\"French Polynesia\">French Polynesia<\/option><option value=\"French Southern Territories\">French Southern Territories<\/option><option value=\"Gabon\">Gabon<\/option><option value=\"Gambia\">Gambia<\/option><option value=\"Georgia\">Georgia<\/option><option value=\"Germany\">Germany<\/option><option value=\"Ghana\">Ghana<\/option><option value=\"Gibraltar\">Gibraltar<\/option><option value=\"Greece\">Greece<\/option><option value=\"Greenland\">Greenland<\/option><option value=\"Grenada\">Grenada<\/option><option value=\"Guadeloupe\">Guadeloupe<\/option><option value=\"Guam\">Guam<\/option><option value=\"Guatemala\">Guatemala<\/option><option value=\"Guernsey\">Guernsey<\/option><option value=\"Guinea\">Guinea<\/option><option value=\"Guinea-Bissau\">Guinea-Bissau<\/option><option value=\"Guyana\">Guyana<\/option><option value=\"Haiti\">Haiti<\/option><option value=\"Heard Island and McDonald Islands\">Heard Island and McDonald Islands<\/option><option value=\"Holy\n    See (Vatican City State)\">Holy\n    See (Vatican City State)<\/option><option value=\"Honduras\">Honduras<\/option><option value=\"Hong Kong\">Hong Kong<\/option><option value=\"Hungary\">Hungary<\/option><option value=\"Iceland\">Iceland<\/option><option value=\"India\">India<\/option><option value=\"Indonesia\">Indonesia<\/option><option value=\"Iran, Islamic Republic of\">Iran, Islamic Republic of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option value=\"Kuwait\">Kuwait<\/option><option value=\"Kyrgyzstan\">Kyrgyzstan<\/option><option value=\"Lao People&#039;s Democratic Republic\">Lao People&#039;s Democratic Republic<\/option><option value=\"Latvia\">Latvia<\/option><option value=\"Lebanon\">Lebanon<\/option><option value=\"Lesotho\">Lesotho<\/option><option value=\"Liberia\">Liberia<\/option><option value=\"Libyan Arab Jamahiriya\">Libyan Arab Jamahiriya<\/option><option value=\"Liechtenstein\">Liechtenstein<\/option><option value=\"Lithuania\">Lithuania<\/option><option value=\"Luxembourg\">Luxembourg<\/option><option value=\"Macao\">Macao<\/option><option value=\"Macedonia, the former Yugoslav Republic\n    of\">Macedonia, the former Yugoslav Republic\n    of<\/option><option value=\"Madagascar\">Madagascar<\/option><option value=\"Malawi\">Malawi<\/option><option value=\"Malaysia\">Malaysia<\/option><option value=\"Maldives\">Maldives<\/option><option value=\"Mali\">Mali<\/option><option value=\"Malta\">Malta<\/option><option value=\"Marshall\n    Islands\">Marshall\n    Islands<\/option><option value=\"Martinique\">Martinique<\/option><option value=\"Mauritania\">Mauritania<\/option><option value=\"Mauritius\">Mauritius<\/option><option value=\"Mayotte\">Mayotte<\/option><option value=\"Mexico\">Mexico<\/option><option value=\"Micronesia\">Micronesia<\/option><option value=\"Moldova, Republic of\">Moldova, Republic of<\/option><option value=\"Monaco\">Monaco<\/option><option value=\"Mongolia\">Mongolia<\/option><option value=\"Montenegro\">Montenegro<\/option><option value=\"Montserrat\">Montserrat<\/option><option value=\"Morocco\">Morocco<\/option><option value=\"Mozambique\">Mozambique<\/option><option value=\"Myanmar\">Myanmar<\/option><option value=\"Namibia\">Namibia<\/option><option value=\"Nauru\">Nauru<\/option><option value=\"Nepal\">Nepal<\/option><option value=\"Netherlands\">Netherlands<\/option><option value=\"New Caledonia\">New Caledonia<\/option><option value=\"New Zealand\">New Zealand<\/option><option value=\"Nicaragua\">Nicaragua<\/option><option value=\"Niger\">Niger<\/option><option value=\"Nigeria\">Nigeria<\/option><option value=\"Niue\">Niue<\/option><option value=\"Norfolk Island\">Norfolk Island<\/option><option value=\"Northern Mariana Islands\">Northern Mariana Islands<\/option><option value=\"Norway\">Norway<\/option><option value=\"Oman\">Oman<\/option><option value=\"Pakistan\">Pakistan<\/option><option value=\"Palau\">Palau<\/option><option value=\"Palestinian Territory, Occupied\">Palestinian Territory, Occupied<\/option><option value=\"Panama\">Panama<\/option><option value=\"Papua New\n    Guinea\">Papua New\n    Guinea<\/option><option value=\"Paraguay\">Paraguay<\/option><option value=\"Peru\">Peru<\/option><option value=\"Philippines\">Philippines<\/option><option value=\"Pitcairn\">Pitcairn<\/option><option value=\"Poland\">Poland<\/option><option value=\"Portugal\">Portugal<\/option><option value=\"Puerto Rico\">Puerto Rico<\/option><option value=\"Qatar\">Qatar<\/option><option value=\"Reunion\">Reunion<\/option><option value=\"Romania\">Romania<\/option><option value=\"Russian Federation\">Russian Federation<\/option><option value=\"Rwanda\">Rwanda<\/option><option value=\"Saint Barth\u00e9lemy\">Saint Barth\u00e9lemy<\/option><option value=\"Saint Helena, Ascension and Tristan da Cunha\">Saint Helena, Ascension and Tristan da Cunha<\/option><option value=\"Saint\n    Kitts and Nevis\">Saint\n    Kitts and Nevis<\/option><option value=\"Saint Lucia\">Saint Lucia<\/option><option value=\"Saint Martin (French part)\">Saint Martin (French part)<\/option><option value=\"Saint Pierre\n    and Miquelon\">Saint Pierre\n    and Miquelon<\/option><option value=\"Saint Vincent and the Grenadines\">Saint Vincent and the Grenadines<\/option><option value=\"Samoa\">Samoa<\/option><option value=\"San Marino\">San Marino<\/option><option value=\"Sao\n    Tome and Principe\">Sao\n    Tome and Principe<\/option><option value=\"Saudi Arabia\">Saudi Arabia<\/option><option value=\"Senegal\">Senegal<\/option><option value=\"Serbia\">Serbia<\/option><option value=\"Seychelles\">Seychelles<\/option><option value=\"Sierra\n    Leone\">Sierra\n    Leone<\/option><option value=\"Singapore\">Singapore<\/option><option value=\"Sint Maarten (Dutch part)\">Sint Maarten (Dutch part)<\/option><option value=\"Slovakia\">Slovakia<\/option><option value=\"Slovenia\">Slovenia<\/option><option value=\"Solomon Islands\">Solomon Islands<\/option><option value=\"Somalia\">Somalia<\/option><option value=\"South Africa\">South Africa<\/option><option value=\"South Georgia and the South\n    Sandwich Islands\">South Georgia and the South\n    Sandwich Islands<\/option><option value=\"South Sudan\">South Sudan<\/option><option value=\"Spain\">Spain<\/option><option value=\"Sri Lanka\">Sri Lanka<\/option><option value=\"Sudan\">Sudan<\/option><option value=\"Suriname\">Suriname<\/option><option value=\"Svalbard and Jan Mayen\">Svalbard and Jan Mayen<\/option><option value=\"Sweden\">Sweden<\/option><option value=\"Switzerland\">Switzerland<\/option><option value=\"Syrian Arab Republic\">Syrian Arab Republic<\/option><option value=\"Taiwan\">Taiwan<\/option><option value=\"Tajikistan\">Tajikistan<\/option><option value=\"Tanzania, United Republic of\">Tanzania, United Republic 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By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Caroline Green joins Brightmine to discuss how the Employment Rights Act 2025 may impact women at work, covering reforms on harassment, flexible working and menopause support.<\/p>\n","protected":false},"author":11,"featured_media":14911,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[102],"topic":[59],"class_list":["post-15231","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","tag-employment-rights-act","topic-employment-law-updates"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Employment Rights Act 2025 - will women in the workplace benefit? | Brightmine<\/title>\n<meta name=\"description\" content=\"A must\u2011listen HR podcast exploring whether the Employment Rights Act 2025 will deliver meaningful change for working women.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Rights Act 2025 - will women in the workplace benefit? | Brightmine\" \/>\n<meta property=\"og:description\" content=\"A must\u2011listen HR podcast exploring whether the Employment Rights Act 2025 will deliver meaningful change for working women.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-19T09:48:21+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2013\/02\/26173003\/professional-working-on-laptop-at-desk-in-modern-office.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"113 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/\"},\"author\":{\"name\":\"Liz Sables\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/6ae8ba75ed85a818636d15df86df0ad6\"},\"headline\":\"Employment Rights Act 2025 &#8211; 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