EQUINITI SERVICES LIMITED
Action plan 2026 to 2027
Contents
1. Introduction
What is an action plan?
Employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data. Their action plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause. Subject to legislation, these will be mandatory from spring 2027.
To create their action plan, the employer reviews a list of evidence-informed actions recommended by the government. They identify any that are already an established part of their working practice (‘embedded actions’), and choose at least 2 new actions to focus on (‘planned actions’).
You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).
EQUINITI SERVICES LIMITED submitted the following supporting narrative with their action plan:
Equiniti recognises that menopause can affect colleagues’ wellbeing and workplace experience and that appropriate support can help colleagues remain and thrive at work.
We already have an established menopause community and menopause information available to colleagues. During 2026–2027, we will build on these foundations by making support more visible and accessible, strengthening manager capability and providing clearer guidance on practical workplace support.
Read EQUINITI SERVICES LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
EQUINITI SERVICES LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)
EQUINITI SERVICES LIMITED said:
Equiniti is committed to helping colleagues understand how pay, progression and reward decisions are made. We already publish career levels and salary ranges, giving visibility of our pay structures across the organisation.
During 2026-2027, we will strengthen awareness and understanding of our pay and progression framework through enhanced communications, guidance and manager support. This will explain how salary ranges are applied, how reward decisions are determined, and the expectations associated with career progression. We will continue reviewing pay and reward practices to ensure fairness, consistency and transparency, measuring progress through colleague feedback, awareness levels, insights, and gender pay gap outcomes.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)
EQUINITI SERVICES LIMITED said:
We will strengthen the support available to managers by introducing practical menopause guidance and awareness activity. This will include a manager toolkit with conversation guidance, information on workplace adjustments and clear signposting to appropriate support routes.
We aim to improve managers’ confidence in having informed and supportive conversations with colleagues experiencing menopause and to encourage a consistent and appropriate approach across the organisation.
We will monitor implementation through delivery of manager guidance and awareness activity and seek feedback on manager confidence and the usefulness of the resources provided.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)
EQUINITI SERVICES LIMITED said:
We will strengthen and clarify guidance on workplace adjustments that may support colleagues experiencing menopause.
This will include information on practical adjustments and working arrangements that may be considered according to individual circumstances, role requirements and existing Equiniti policies and processes.
We will also make routes for discussing, agreeing and reviewing workplace support easier for colleagues and managers to understand.
We will measure progress through implementation of the guidance, awareness of available support and employee feedback on the accessibility and usefulness of practical support.
Review policies and procedures to meet the needs of employees experiencing menopause
About this action (Review policies and procedures to meet the needs of employees experiencing menopause)
Read more about the action: Review policies and procedures to meet the needs of employees experiencing menopause (opens in a new window)
EQUINITI SERVICES LIMITED said:
We will review and refresh our menopause guidance and relevant policies, procedures and support information to ensure they appropriately reflect the needs of colleagues experiencing menopause.
3. Embedded actions
EQUINITI SERVICES LIMITED has indicated that the following actions are already an established part of their working practice.
Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
Read more about the action: Set up menopause support groups and networks (opens in a new window)
EQUINITI SERVICES LIMITED said:
Equiniti has an established menopause community which provides colleagues with access to menopause-related information, resources and support. We will continue to strengthen and promote this community, making support more visible and accessible and increasing awareness of the routes available to colleagues experiencing menopause.
4. About EQUINITI SERVICES LIMITED
- Registered address
- Highdown House, Yeoman Way, Worthing, West Sussex, United Kingdom, BN99 3HH
- Sector
- Financial and insurance activities
- Person responsible
- Adam Mesh (Chief People Officer)