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Intellectual Property Office

Contents

What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

• a gender pay gap report showing their breakdown of pay and bonuses by gender
• an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

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1. Latest gender pay gap report (2025 to 2026)

View the full gender pay gap report

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2. Latest action plan (2026 to 2027)

Intellectual Property Office submitted the following supporting narrative with their action plan:

At the Intellectual Property Office, we are committed to creating an inclusive, supportive and high-performing organisation where everyone can thrive. Our Gender and Menopause Action Plan builds on strong existing foundations, including embedded fair recruitment practices, flexible working and a comprehensive wellbeing offer, while setting out targeted actions to address areas for improvement. Our approach is informed by workforce data, including our gender pay gap analysis, and focuses on improving representation, progression and the overall employee experience. We are strengthening how we attract diverse talent, improve transparency in pay and progression, and expand access to development opportunities across all grades. We are also taking a focused approach to supporting employees experiencing menopause. This includes enhancing manager capability, strengthening peer support networks, reviewing policies and introducing more structured approaches to identifying and addressing workplace risks. Together, these actions aim to reduce barriers, support retention and progression, and ensure that our workplace is inclusive of different life stages and experiences. This work aligns with our broader equality, diversity and inclusion ambitions and forms part of our ongoing commitment to continuous improvement.

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

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 plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can 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).

Intellectual Property Office added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Encourage applications from a range of candidates
• Advertise leave policies in job adverts
• Encourage employee development through actionable steps
• Offer mentoring, sponsorship and other development programmes
• Increase transparency for pay, promotion and rewards
• Train managers to support employees experiencing menopause
• Conduct a menopause risk assessment for your workplace
• Review policies and procedures to meet the needs of employees experiencing menopause

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

• Use fair and structured interview techniques
• Make job descriptions inclusive
• Reduce unconscious bias in CV screening
• Advertise flexible working arrangements in job adverts
• Enhance and promote flexible working and leave policies
• Offer occupational health advice to employees experiencing menopause
• Set up menopause support groups and networks
• Offer workplace adjustments to employees experiencing menopause

View the full action plan

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3. All gender pay gap reports and action plans

Reporting year	Submission type	Status
2026 to 2027	Gender pay gap report	Due 30 March 2027
	Action plan (optional)	Submitted voluntarily	View action plan
2025 to 2026	Gender pay gap report	Submitted	View report
2024 to 2025	Gender pay gap report	Submitted	View report
2023 to 2024	Gender pay gap report	Submitted	View report
2022 to 2023	Gender pay gap report	Submitted late on 24 May 2023	View report
2021 to 2022	Gender pay gap report	Submitted	View report
2020 to 2021	Gender pay gap report	Submitted	View report
2019 to 2020	Gender pay gap report	Submitted	View report
2018 to 2019	Gender pay gap report	Submitted late on 16 March 2020	View report
2017 to 2018	Gender pay gap report	Submitted	View report

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4. About Intellectual Property Office

• Registered address: Concept House, Cardiff Road, Newport, Newport, NP108QQ
• Sector: Public sector
• Employee headcount (on 31 March 2025): 1000 to 4999 employees