We have published a list of recommended, evidence-informed actions to support employers in developing their action plans, including steps that employers can take to support employees managing menopause symptoms at work. These actions were developed using insight and research into what works at the time of writing, including a literature review on menopause in the workplace published by the Department for Work and Pensions.

The actions themselves are broad by necessity, and organisations may respond to them in a manner of ways. For example, as part of our recommended action to review policies to ensure they meet the needs of employees experiencing menopause, employers may choose to introduce menopause-related leave.

We will work closely with businesses to monitor and evaluate whether these are the right actions and ensure that they continue to reflect emerging evidence on actions that are effective.

We recognise the significant impact that menopause symptoms can have on women and how crucial effective workplace support can be.

The Office for Equality and Opportunity (OEO) has launched voluntary action plans, encouraging large employers to publish how they are supporting employees experiencing menopause, as well as the steps they are taking to address their gender pay gap.

OEO published detailed guidance to support employers in developing their action plans.

As part of this, we provided a list of evidence-informed actions that include tangible steps employers can take to support women managing menopause symptoms at work. These were developed using insight and research at the time of writing on what was effective. They include:

• Training managers to support employees experiencing menopause
• Offering employees experiencing menopause tailored occupational health advice
• Offering tailored workplace adjustments for employees experiencing menopause – whether that’s uniform or working in a cooler area
• Setting up menopause support groups and networks
• Advertising flexible working arrangements and leave policies in job adverts

The guidance also suggests ways to track progress, collect data, and monitor the effectiveness of an organisation’s chosen actions. We will work closely with business to evaluate whether these are the right actions and keep them up to date, as well as support them to monitor the impact of the actions they adopt.

Further details regarding the monitoring and evaluation of the effectiveness of action plans as a broader policy intervention will be provided as we progress the secondary legislation required to make action plans mandatory.

We recognise the significant impact that menopause symptoms can have on women and how crucial effective workplace support can be.

The Office for Equality and Opportunity (OEO) has launched voluntary action plans, encouraging large employers to publish how they are supporting employees experiencing menopause, as well as the steps they are taking to address their gender pay gap.

OEO published detailed guidance to support employers in developing their action plans.

As part of this, we provided a list of evidence-informed actions that include tangible steps employers can take to support women managing menopause symptoms at work. These were developed using insight and research at the time of writing on what was effective. They include:

• Training managers to support employees experiencing menopause
• Offering employees experiencing menopause tailored occupational health advice
• Offering tailored workplace adjustments for employees experiencing menopause – whether that’s uniform or working in a cooler area
• Setting up menopause support groups and networks
• Advertising flexible working arrangements and leave policies in job adverts

The guidance also suggests ways to track progress, collect data, and monitor the effectiveness of an organisation’s chosen actions. We will work closely with business to evaluate whether these are the right actions and keep them up to date, as well as support them to monitor the impact of the actions they adopt.

Further details regarding the monitoring and evaluation of the effectiveness of action plans as a broader policy intervention will be provided as we progress the secondary legislation required to make action plans mandatory.

We recognise the significant impact that menopause symptoms can have on women and how crucial effective workplace support can be.

The Office for Equality and Opportunity (OEO) has launched voluntary action plans, encouraging large employers to publish how they are supporting employees experiencing menopause, as well as the steps they are taking to address their gender pay gap.

OEO published detailed guidance to support employers in developing their action plans.

As part of this, we provided a list of evidence-informed actions that include tangible steps employers can take to support women managing menopause symptoms at work. These were developed using insight and research at the time of writing on what was effective. They include:

• Training managers to support employees experiencing menopause
• Offering employees experiencing menopause tailored occupational health advice
• Offering tailored workplace adjustments for employees experiencing menopause – whether that’s uniform or working in a cooler area
• Setting up menopause support groups and networks
• Advertising flexible working arrangements and leave policies in job adverts

The guidance also suggests ways to track progress, collect data, and monitor the effectiveness of an organisation’s chosen actions. We will work closely with business to evaluate whether these are the right actions and keep them up to date, as well as support them to monitor the impact of the actions they adopt.

Further details regarding the monitoring and evaluation of the effectiveness of action plans as a broader policy intervention will be provided as we progress the secondary legislation required to make action plans mandatory.

It has not proved possible to respond to the Hon Member in the time available before Prorogation.

It has not proved possible to respond to the Hon Member in the time available before Prorogation.

It has not proved possible to respond to the Hon Member in the time available before Prorogation.

It has not proved possible to respond to the Hon Member in the time available before Prorogation.

Under the UK Climate Change Act 2008, the Government produces a UK Climate Change Risk Assessment every five years, followed by a National Adaptation Programme, setting out actions by relevant government departments to address the risks identified in the latest risk assessment. The third National Adaptation Programme, published in 2023, outlines the policies and actions that departments are taking to manage climate impacts on a range of sectors, including health outcomes.

Amplifying the voices of those whose views are often most marginalised, empowering them as decision-makers, advocates and leaders, is critical for an effective climate and nature response. Climate change mitigation, adaptation and environmental protection also provide opportunities for equality and empowerment. To tackle climate change effectively, in the UK and around the world, it is vital to address gendered inequalities in the distribution of resources and to promote rapid gains in women’s economic empowerment.

Officials in the Office for Equality and Opportunity and the Department of Health and Social Care are working collaboratively to tackle this issue.

The government is clear there is a need to reform maternity and neonatal care to tackle the systemic issues that entrench inequalities and contribute to poor care for women and babies. This is why a key area of focus for the National Maternity Investigation will be addressing the devastating inequalities that women from Black, Asian and deprived backgrounds face.

On 28 August the Office for Equality and Opportunity published research into the drivers of confidence in maternal care services in England to gain evidence from ethnic minority women on their experiences of using maternal care services. This can be found on https://www.gov.uk/government/publications/confidence-in-maternity-care-services-engagement-with-ethnic-minority-women-and-maternity-staff

The Ministers for Women and Equalities work closely with colleagues from DHSC on a number of areas to improve women’s health, as we put women’s equality at the heart of our missions.

Through our 10 Year Health Plan, we are delivering our manifesto commitment that never again will women’s health be neglected, and we set out how the NHS will meet the health needs of women. This includes turning the commitments in the existing Women's Health Strategy into tangible action, such as taking urgent action to tackle gynaecology waiting lists through the Elective Reform Plan and setting out how we will eliminate cervical cancer by 2040 through the new cervical cancer plan.

The Ministers for Women and Equalities work closely with colleagues from DHSC on a number of areas to improve women’s health, as we put women’s equality at the heart of our missions.

Through our 10 Year Health Plan, we are delivering our manifesto commitment that never again will women’s health be neglected, and we set out how the NHS will meet the health needs of women. This includes turning the commitments in the existing Women's Health Strategy into tangible action, such as taking urgent action to tackle gynaecology waiting lists through the Elective Reform Plan and setting out how we will eliminate cervical cancer by 2040 through the new cervical cancer plan.

The Ministers for Women and Equalities work closely with colleagues from DHSC on a number of areas to improve women’s health, as we put women’s equality at the heart of our missions.

Through our 10 Year Health Plan, we are delivering our manifesto commitment that never again will women’s health be neglected, and we set out how the NHS will meet the health needs of women. This includes turning the commitments in the existing Women's Health Strategy into tangible action, such as taking urgent action to tackle gynaecology waiting lists through the Elective Reform Plan and setting out how we will eliminate cervical cancer by 2040 through the new cervical cancer plan.

The Ministers for Women and Equalities work closely with colleagues from DHSC on a number of areas to improve women’s health, as we put women’s equality at the heart of our missions.

Through our 10 Year Health Plan, we are delivering our manifesto commitment that never again will women’s health be neglected, and we set out how the NHS will meet the health needs of women. This includes turning the commitments in the existing Women's Health Strategy into tangible action, such as taking urgent action to tackle gynaecology waiting lists through the Elective Reform Plan and setting out how we will eliminate cervical cancer by 2040 through the new cervical cancer plan.

We will be consulting on the earned settlement scheme later this year and further details on the proposed scheme will be provided at that time.

Salary thresholds are an important way of ensuring those coming to work in the UK are able to support themselves. These workers do not have access to public funds so it is important a rate is set which will ensure people are earning sufficient income without having to rely on public funds. A number of health and care and education occupations are subject to lower rates of pay than other occupations.

The Migration Advisory Committee (MAC) has been asked to consider whether there should continue to be a different threshold for health and care worker visas. We look forward to receiving the MAC’s recommendations in due course.

Individuals who are sponsored in roles at band 3 before the rules change on 22 July will be eligible to extend their visa providing they meet all the requirements at the time including being paid the appropriate salary. Salary thresholds and going rates are routinely updated and sponsored workers will need to meet the salary requirements in place at the time they apply for their visa to be renewed.

Salary thresholds are an important way of ensuring those coming to work in the UK are able to support themselves. These workers do not have access to public funds so it is important a rate is set which will ensure people are earning sufficient income without having to rely on public funds. A number of health and care and education occupations are subject to lower rates of pay than other occupations.

The Migration Advisory Committee (MAC) has been asked to consider whether there should continue to be a different threshold for health and care worker visas. We look forward to receiving the MAC’s recommendations in due course.

Individuals who are sponsored in roles at band 3 before the rules change on 22 July will be eligible to extend their visa providing they meet all the requirements at the time including being paid the appropriate salary. Salary thresholds and going rates are routinely updated and sponsored workers will need to meet the salary requirements in place at the time they apply for their visa to be renewed.

The Immigration White paper, published 12 May 2025, set out a wide range of reforms, including to family policy, further details of which will be set out in due course.

The Immigration White paper, published on 12 May 2025, announced new measures on a wide range of issues including refugee sponsorship and resettlement, further details of which will be set out in due course.

The Immigration White paper, published on 12 May 2025, announced new measures on a wide range of issues including refugee sponsorship and resettlement, further details of which will be set out in due course.