consultancy
Transition is where talent is lost.
Too often, women leave because the conditions aren't there to support them to stay. That's where legal claims and reputational damage begin.
Most organisations haven't mapped this exposure. We do.
The scale of the problem
.
Behind these numbers lie costly risks...
The recruitment bill when a senior woman leaves. The institutional knowledge and client relationships that go with her. The signal it sends to everyone still there.
The window to act on this is narrowing: discrimination tribunal time limits double to six months from October 2026, and employers with 250+ staff must publish a Gender Equality Action Plan from 2027.
Decide how you want to start.
Two ways to work with Entela
Training and coaching packages
Book a fixed plan
A pre-made package including training sessions and coaching cohorts with a clear scope, a clear price and a clear date. This option is right for you if you already know what you want.
Policy consultancy
Start with a diagnostic
A free readiness call to identify where you’re exposed and what to do next.
What this could lead to:
- Audit to map where exposure sits in your policies, data and lived experience (from £1,200).
- Action plan to close the specific gaps the audit surfaces, including what’s needed for a Gender Equality Action Plan (from £2,500).
- Full implementation to embed it: policy, manager capability and reporting (£8,000-£10,000).
Free Framework
Gender Equality Action Plan Framework
A practical starting structure for building a Gender Equality Action Plan that meets the Employment Rights Act 2025, while really changing how work is experienced.
Start with a conversation
Every organisation is different.
If you are reviewing policy, preparing an equality action plan, or trying to understand why experienced women are leaving, we can help you find out and address what is happening.
Common questions
What is a Gender Equality Action Plan?
A Gender Equality Action Plan (GEAP) is a published plan setting out the specific steps an employer will take to address gender inequality in its workforce. Under the Employment Rights Act 2025, it sits alongside gender pay gap reporting rather than replacing it. It is a public commitment to action, not an internal document.
Does the Employment Rights Act 2025 require a Menopause Action Plan?
No. The Act requires a Gender Equality Action Plan, which must include evidence-based action supporting employees experiencing menopause symptoms. A standalone Menopause Action Plan is not the legal requirement. Producing one on its own can create a silo of activity around the menopause, when actions could also benefit employees who are expecting a baby, returning to work or experiencing other life transitions. It can also leave an organisation non-compliant.
Which organisations need a Gender Equality Action Plan, and by when?
The requirement applies to employers with 250 or more employees. Publication becomes mandatory from spring 2027, which means most organisations will need to have done the underlying work during 2026 and early 2027.
Is a gender pay gap report the same as an action plan?
No. A gender pay gap report is a set of numbers describing the difference in mean and median pay between men and women. An action plan sets out what the organisation will do about the causes of those figures. Reporting the figure without addressing what produces it is the most common gap we see, and precisely why this action plan has been mandated.
Why do experienced women leave work?
Rarely for a single reason. The pattern is usually structural: how work is designed around availability, how care is distributed, how flexible working is granted inconsistently, and how progression stalls after a transition. Pay is where that shows up, years later, but it is rarely the direct driver of attrition.
What does an audit involve?
We look at three things side by side: what your policies say, what your data shows, and what your people actually experience. The output is a written report with priority risks, opportunities and recommended next steps, plus a debrief conversation. Findings determine what, if anything, should follow.
Do you provide legal advice?
No. Entela provides strategic and practical support. Where compliance is complex or contested, we say so and recommend legal review alongside the work.
How much does this cost?
Every engagement begins with a free 30-minute call, and scope is agreed in writing before anything starts. In-depth audits typically start at £1,750, with wider implementation work quoted individually.