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Bridgewater Community Healthcare NHS Foundation Trust

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 (2026 to 2027)

View the full gender pay gap report

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2. Latest action plan (2026 to 2027)

Bridgewater Community Healthcare NHS Foundation Trust submitted the following supporting narrative with their action plan:

The Trust became part of North Cheshire and Mersey NHS FT in April 2026, as part of this joint gender pay gap and menopause action plans were agreed, and these are monitored through governance structures, with senior leaders and Board accountable for progress. This ensures these actions are embedded, reviewed, challenged, and supported. In 2026 the Trust achieved Menopause Friendly accreditation, and was shortlisted for most open culture in the annual Menopause Friendly Awards.

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).

Bridgewater Community Healthcare NHS Foundation Trust added the following ‘planned’ actions to their action plan for 2026 to 2027:

• Encourage employee development through actionable steps
• Increase transparency for pay, promotion and rewards
• Make job descriptions inclusive
• Train managers to support employees experiencing menopause
• Offer workplace adjustments to employees experiencing menopause

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

• Advertise flexible working arrangements in job adverts
• Enhance and promote flexible working and leave policies
• Use fair and structured interview techniques
• Offer occupational health advice to employees experiencing menopause
• Set up menopause support groups and networks
• Review policies and procedures to meet the needs of 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	Submitted	View report
	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	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	View report
2017 to 2018	Gender pay gap report	Submitted	View report

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4. About Bridgewater Community Healthcare NHS Foundation Trust

• Registered address: Bevan House, 17 Beecham Court, Wigan, Greater Manchester, United Kingdom, WN3 6PR
• Sector: Human health and social work activities, Public sector
• Employee headcount (on 31 March 2026): 1000 to 4999 employees