Empowering women in the workplace: progress and challenges in UK Employment Law

Written by Alex Jones, Managing Director of 365 Employment Law, for International Women’s Day 2025.

As we celebrate International Women’s Day 2025, it is a timely moment to reflect on the progress made in advancing gender equality in the UK workplace. Women represent a significant proportion of the workforce and addressing gender equality is not just a moral imperative but also a strategic advantage.

Recent legal developments and their impact on women

One of the most significant changes in recent years has been the Flexible Working Act 2023, which grants employees the right to request flexible working arrangements from day one of their employment. Many smaller businesses already operate with lean teams and flexible structures, but the new law has formalised the process and encouraged more companies to adopt flexible working policies. This has been particularly beneficial for women, who often juggle work with caregiving responsibilities. By embracing flexible working, employers can attract and retain talented women, creating a more diverse and productive workforce.

Another key development is the extension of redundancy protections for pregnant employees and new parents under the Pregnancy and Maternity Discrimination (Redundancy Protection) Act 2023. While larger companies may have dedicated HR teams to navigate these changes, smaller businesses may not have the same resources. The law has prompted many smaller businesses to review their policies and ensure they are providing adequate support to pregnant employees and new parents. This has not only improved job security for women but also helped businesses build a reputation as family-friendly employers.

Tackling sexual harassment in smaller workplaces

The #MeToo movement has had a profound impact on workplaces of all sizes. In 2024, the government introduced a new statutory code of practice on sexual harassment, which provides clear guidelines for employers on preventing and addressing harassment. For smaller businesses, which may not have formal HR departments or anti-harassment policies in place, this code has been a valuable resource. It emphasizes the importance of creating a culture of respect and zero tolerance for harassment, and it encourages employers to take proactive steps, such as providing training and establishing clear reporting mechanisms.

While smaller businesses may face resource constraints, addressing sexual harassment is crucial for fostering a safe and inclusive workplace. Many employers have found that investing in anti-harassment training and policies not only protects employees but also enhances their reputation and employee morale.

Supporting women’s career progression

One of the key challenges for employers is supporting women’s career progression, particularly into leadership roles. In smaller businesses, leadership teams are often smaller, and opportunities for advancement may be limited. However, many employers are finding innovative ways to support women’s career development. For example, some businesses are offering mentoring programs, leadership training, and opportunities for women to take on project management roles. These initiatives not only benefit individual employees but also help build a pipeline of future leaders.

The gender pension gap: a hidden issue for women

The gender pension gap is an emerging issue that affects women across all sectors, including those working in smaller companies. Women, on average, retire with significantly lower pension savings than men, due to factors such as part-time work, career breaks, and lower lifetime earnings. For smaller companies, which may not offer the same level of pension benefits as larger companies, this issue is particularly acute. However, some smaller businesses are taking steps to address the gap by offering better financial education and support to female employees. For example, some companies have introduced pension matching schemes or partnered with financial advisors to help women boost their savings.

While progress has been made, employers still face significant challenges in advancing gender equality. Many smaller businesses operate with limited resources, making it difficult to implement new policies or invest in training and development. Additionally, the informal nature of many smaller companies can sometimes lead to unconscious biases and a lack of transparency in decision-making.

As we mark International Women’s Day 2025, it is clear that employers have a crucial role to play in advancing gender equality in the UK workplace. Inclusive workplaces are proven to drive innovation, improve employee satisfaction, and boost retention. By promoting gender equity, employers not only advance social justice but also position themselves as leaders in attracting and retaining top talent in a competitive marketplace.

To create truly equitable workplaces, employers must promote comprehensive and inclusive policies that address the systemic barriers women face.  Expanding mentorship programs and ensuring equal access to leadership opportunities are vital steps. Similarly, investing in targeted upskilling can empower women to thrive in evolving industries.

For further advice, either as an employer or employee contact us at 365 Employment Law.

365 Employment Law Solicitors

Tel: 01903 863284

ajones@365employmentlaw.co.uk

www.365employmentlaw.co.uk