Skip to main content

Entela.

consultancy

Transition is where talent is lost.

Too often, women leave because the conditions aren't there to support them to stay. That problem can be solved.

Close ✕
Download the Equality Action Plan Framework

The scale of the problem

1 in 10

women have left a job due to menopause symptoms.1

£94.9bn

is lost to the economy each year through barriers to women's work.2

42%

is the fall in a mother's average earnings in the five years after having her first child.3

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.

Download the framework

Working with Entela

Step 1. Readiness

Free Diagnostic Call

A structured 30-minute conversation to understand where policy, practice and lived experience may be misaligned. 

Step 2. Evidence

In-Depth Audit

An analysis of written policies and real experience to identify gaps, risks, priorities and recommendations. 

Step 3. Action

Implementation

Practical changes to strengthen policies, action plans, guidance and internal comms, moving good intentions to real change. 

Each stage stands alone, including coaching, which can be commissioned on its own. 

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.

Close ✕
How we work

Common questions

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.

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.

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.

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.

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.

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.

No. Entela provides strategic and practical support. Where compliance is complex or contested, we say so and recommend legal review alongside the work.

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.