As part of the Government’s Employment Rights Bill roadmap, a new Menopause Action Plan will be introduced to strengthen workplace support. Under the proposals, larger businesses (those with 250+ employees) will be expected to publish an Equality Action Plan outlining how they support employees experiencing menopause. This will be voluntary from April 2026, before becoming a mandatory requirement in 2027.
The introduction of this plan aims to ensure employers take proactive steps to address the impact menopause can have on employees’ health, wellbeing, and performance. By setting out clear actions, organisations will be expected to demonstrate their commitment to building inclusive workplaces. It also goes a long way to raising awareness, and providing meaningful support to those affected. Therefore, a menopause action plan is a welcomed addition to the workplace.
Menopause in the Workplace
According to a survey by CIPD, out of 2,000 women surveyed, 73% have experienced symptoms related to menopause. The most common symptoms were psychological. This included anxiety, depression, mood disturbances, memory loss, loss of confidence, panic attacks, and reduced concentration. These symptoms were reported by 67% of employees who surveyed. 67% of women felt it had a negative impact on them at work. Over half had a time where they were unable to attend work due to the symptoms being so severe.
These findings highlight the significant impact menopause can have on employees’ wellbeing, attendance, and performance. Without the right support, talented and experienced employees may feel forced to reduce their hours. They may even feel they need to take extended leave, or leave the workforce altogether. This not only has personal consequences for the individuals affected but also leads to a loss of skills, knowledge, and diversity for organisations. Recognising this, it is essential that employers take menopause seriously. It creates an environment where open conversations are encouraged, adjustments are made where needed, and employees feel supported.
Menopause Action Plan
At present, there is no formal government guidance on what a menopause action plan should include. However, consultation on the regulations and specific requirements is expected in the near future. What we do know is that the central purpose of the plan will be to demonstrate how organisations support employees affected by menopause and to evidence their commitment to creating an inclusive, understanding, and supportive workplace.
While the details are still to be finalised, a menopause action plan is likely to cover key areas such as:
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Policy and guidance – outlining clear workplace policies that recognise menopause as a workplace issue. This should provide practical guidance for managers and employees.
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Training and awareness – ensuring managers and staff are equipped to have open conversations. They should also understand the impact of menopause on health, wellbeing, and performance.
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Support measures – setting out reasonable adjustments, such as flexible working arrangements, access to wellbeing resources, or adjustments to uniforms and workplace environments.
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Communication and culture – encouraging open dialogue, reducing stigma, and embedding menopause awareness into wider equality, diversity, and inclusion strategies.
By formalising these areas into an action plan, businesses will not only comply with upcoming regulations but also demonstrate a proactive approach to employee wellbeing. This can help attract and retain talent, improve performance, and build a workplace culture where everyone feels valued and supported.
The Benefits of Supporting Menopause at Work
Supporting menopause in the workplace brings a wide range of benefits. Some of the key advantages include:
Reduced Absenteeism
Making simple workplace adjustments can help ease symptoms and significantly reduce absence rates.
Employee Retention
Employers who actively demonstrate care for their workforce and put meaningful measures in place to support wellbeing are far more likely to build trust and loyalty among employees. This plays a crucial role in retaining talent. When employees feel valued and supported they are less likely to seek opportunities elsewhere. Therefore, helping businesses reduce turnover and retain experienced, skilled staff.
Increased productivity
The psychological symptoms associated with menopause can have a significant impact on an employee’s ability to perform at their best. By making reasonable adjustments, such as offering flexible working options or providing access to wellbeing support, employers can create a more supportive environment. This not only helps employees to manage their symptoms more effectively but also enhances overall productivity.
Proactive Approach
Although the menopause action plan will not become mandatory until 2027, it is important for employers to take proactive steps now. Early action not only ensures organisations are well-prepared for the upcoming requirements but also delivers immediate benefits to employees and workplace culture. Introducing a clear menopause policy, providing managers with training on how to support employees effectively, and prioritising health and wellbeing initiatives can make a significant difference. In addition, fostering an open and supportive culture where conversations about menopause are welcomed and awareness is actively promoted will help reduce stigma, improve retention, and create a more inclusive working environment.
How The HR Booth Can Help
At The HR Booth, we understand that navigating new legislation and workplace changes can feel challenging. Our team can support your organisation in preparing for the menopause action plan by:
- Developing and implementing a tailored menopause policy
- Delivering training sessions for managers and employees to build confidence in having supportive conversations
- Reviewing your current wellbeing and inclusion strategies to ensure they address menopause effectively
- Providing ongoing HR advice and guidance to create a workplace culture where employees feel valued and supported
By working with us, you’ll not only be ready for the 2027 requirements but also demonstrate your commitment to employee wellbeing and inclusion today.
Contact Us
If you’d like support in creating your menopause action plan or want to learn more about our HR services, we’d love to hear from you.
📞 Call us on 01383 668178
📧 Email us at info@thehrbooth.co.uk
🌐 Visit our website: www.thehrbooth.co.uk
