International Women's Day 2026

Posted

International Women’s Day 2026 (08 March 2026) is a timely opportunity for employers and employees alike to reflect not only on the progress made towards gender equality, but also on the substantial work still required. Recent analysis reported by Trades Union Congress, suggesting that the gender pay gap may not close until 2056, illustrates just how persistent and structural issues surrounding gender equality remain. Therefore, International Women’s Day serves as an important reminder of employers’ legal responsibilities under UK employment law and the protections available to those who may experience sex discrimination, particularly in the workplace.

The Equality Act 2010

Gender equality in the workplace is principally governed by the Equality Act 2010, which protects individuals from discrimination, harassment and victimisation because of their sex.

Employers must take reasonable steps to prevent unlawful discrimination and create an environment where barriers affecting women are actively identified and addressed. Unfortunately, sex discrimination remains a frequent feature of employment tribunal cases, often arising from structural practices rather than overt misconduct.

Discrimination in the workplace

Much of the discrimination women face is reported to stem from workplace rules or practices that appear neutral but disproportionately disadvantage them. Examples of such practices may include:

Full-time or rigid office-based requirements: expecting all employees to work full-time on-site can disadvantage women who are primary caregivers.
Promotion criteria linked to long hours or “face time”: rewarding visibility or overtime rather than performance can disproportionately affect women who balance work and caregiving responsibilities.
Short-notice shift changes or weekend work: last-minute scheduling disproportionately impacts women with childcare or family responsibilities.

What employees can do

Employees who feel that a policy or practice in their workplace is discriminatory have the right to raise the issue. They can do this informally with their manager or HR, or formally by submitting a grievance. If resolution is not achieved internally, employees may pursue the Early Conciliation process through ACAS or bring a claim to an Employment Tribunal. Claims must generally be made within three months minus one day from the alleged discriminatory act.

How Stephensons can help

At Stephensons, we advise both individuals and organisations on their rights and obligations under the Equality Act 2010.

If you believe that you have been subject to discrimination in the workplace, we have a number of specialists who could assist you with pursuing a claim for damages.

Alternatively, if you are a business or service provider, we can offer guidance on reviewing your policies, implementing inclusive practices, and ensuring compliance to create a fair and equitable workplace.

Blog author: Sneha Kashyape