6 Mar 2026

International Women’s Day and the ERA: What Employers Need to Know

International Women’s Day is a time to recognise the contribution women make to businesses, leadership and communities across the UK.

From entrepreneurs and directors to employees balancing work and caring responsibilities, women play a critical role in shaping modern workplaces.

But this year, alongside the celebrations, employers should also be paying attention to something else: major employment law changes on the horizon. The Employment Rights Act is set to introduce some of the most significant workplace reforms in recent years, and many of these changes will have a direct impact on women at work.

For business owners and managers, this means it is more important than ever to understand what is changing and how to prepare.

Why the Employment Rights Act Matters for Employers

Employment law continues to evolve as workplaces change and expectations around fairness, flexibility and equality increase.

The Employment Rights Act reforms aim to strengthen employee protections, modernise working practices and ensure workplaces provide better support for employees.

While these changes affect the entire workforce, several key areas will particularly influence the experience of women at work.

For employers, staying ahead of these changes is essential to remain compliant and to build workplaces where talented people want to stay and grow.

This is where professional HR support for businesses becomes increasingly valuable, helping organisations interpret legislation and apply it effectively in their workplace policies and procedures.

Key Employment Law Changes Affecting Women in the Workplace

Stronger Protections for Pregnancy and Maternity

Pregnancy and maternity discrimination remains a concern in many organisations.

Under the upcoming changes, there will be stronger legal protections for pregnant employees and those returning from maternity leave, particularly in redundancy situations.

Employers will need to ensure that employees in these situations are treated fairly and given appropriate priority for suitable alternative roles where redundancy is unavoidable.

For businesses, this means reviewing existing policies and ensuring that redundancy procedures comply with updated employment law requirements.

Flexible Working Becoming the New Expectation

Flexible working has become a key issue in the modern workplace.

The upcoming changes are expected to make flexible working more accessible from the beginning of employment, rather than something employees must wait months to request.

This development is particularly significant for employees with caring responsibilities, many of whom are women.

For employers, this shift will require:

Reviewing flexible working policies
Training managers to respond to requests appropriately
Creating clear processes for handling flexible working arrangements

Organisations that adapt early are likely to benefit from improved employee retention and engagement.

Greater Responsibility to Prevent Workplace Harassment

Employers will face greater responsibility to prevent workplace harassment, with stronger expectations around proactive measures.

This means businesses will need to go beyond simply responding to complaints and instead demonstrate that they have taken reasonable steps to prevent inappropriate behaviour.

Effective approaches may include:

Updating workplace policies
Delivering training for managers and employees
Establishing clear reporting procedures

Taking a proactive approach not only helps organisations meet legal obligations but also supports a healthier workplace culture.

Increased Focus on Equality and Workplace Transparency

Issues such as gender equality, fair treatment and transparency continue to be central to workplace reform.

Employers may face greater expectations around how they demonstrate fairness in areas such as pay, career development and workplace opportunities.

Forward-thinking organisations are already recognising that equality is not just a legal requirement but also a key part of building a positive and productive workplace culture.

What Employers Should Do Now

With employment law continuing to evolve, businesses should take steps now to ensure they are prepared.

Employers may benefit from:

Reviewing employment policies and contracts
Updating flexible working procedures
Ensuring maternity and redundancy processes are compliant
Strengthening anti-harassment policies and training

Seeking professional guidance can help businesses implement these changes effectively and avoid potential legal risks.

At The HR Branch, we work closely with organisations to help them navigate employment law changes and create compliant, people-focused workplaces.

You can learn more about our HR support services for businesses and how we help organisations stay ahead of employment legislation.

International Women’s Day: A Time to Reflect on Workplace Progress

International Women’s Day is not only about celebrating the achievements of women.

It is also an opportunity for organisations to reflect on how their workplace policies, culture and leadership support women throughout their careers.

The upcoming Employment Rights Act reforms signal a continued shift towards workplaces that prioritise fairness, flexibility and protection for employees.

Businesses that embrace these changes will be better positioned to attract talent, retain skilled employees and build stronger, more inclusive organisations.

Is Your Business Ready for the Employment Rights Act?

Employment law changes can feel complex, but preparing early can make a significant difference.

Reviewing your HR policies, procedures and workplace culture now will help ensure your organisation is ready for the changes ahead.

If you would like support understanding the Employment Rights Act and what it means for your business, the team at The HR Branch can help.

Explore our HR consultancy services or speak with one of our HR specialists to ensure your business remains compliant and confident in the face of changing employment law.