As menopause becomes a central workplace wellbeing and equality issue, UK employers are facing new responsibilities under the Employment Rights Act 2025. For large organisations, menopause support is no longer simply a wellbeing initiative. It is becoming a statutory reporting obligation.
This practical guide explains what employers need to know about the new requirements, how to create a compliant Menopause Action Plan, and the practical steps organisations can take to support employees experiencing perimenopause, menopause and post-menopause.
Why Menopause Support Matters in the Workplace
Menopause affects millions of people across the UK workforce. Symptoms such as brain fog, sleep disruption, anxiety, hot flushes, joint pain and fatigue can significantly impact an employee's day-to-day work experience.
Yet many employees continue to struggle in silence due to stigma, lack of awareness or concerns about how conversations might be received by managers.
Recognising this challenge, the UK government has strengthened expectations around workplace menopause support through the Employment Rights Act 2025, placing menopause firmly within the broader equality and gender pay gap agenda.
Employment Rights Act 2025: What Employers Need to Know
Under the Employment Rights Act 2025, large employers will be required to publish an Equality Action Plan alongside their existing gender pay gap report.
The action plan must outline specific, evidence-based actions the organisation is taking to:
Reduce the gender pay gap.
Support employees experiencing menopause, including perimenopause and post-menopause.
While publication has been voluntary since 6 April 2026, reporting becomes mandatory from Spring 2027 for the 2027/2028 reporting year.
Forward-thinking organisations are already using this voluntary period to build meaningful strategies, gather data and demonstrate progress before formal compliance begins.
Important: This guide reflects UK government guidance published by the Office for Equality and Opportunity as of July 2026. It is intended as practical support and not legal advice. Employers should consult current GOV.UK guidance or seek professional employment law advice where necessary.
How to Create a Menopause Action Plan: 5 Practical Steps
1. Understand Your Organisation's Challenges
Effective action plans begin with evidence, not assumptions.
Review:
Gender pay gap reporting data
Absence trends
Employee turnover rates
Promotion and progression data
Exit interview feedback
Workforce demographics, particularly women aged 45+
Alongside quantitative data, gather qualitative insight through:
Anonymous employee surveys
Focus groups
Staff network discussions
Wellbeing assessments
Direct employee feedback often reveals barriers and workplace experiences that data alone cannot identify.
2. Select Meaningful Actions
Government guidance recommends a menu of 18 evidence-informed actions for Equality Action Plans.
At minimum, employers must:
Select at least one action addressing the gender pay gap.
Select at least one action supporting employees experiencing menopause.
Include at least two actions that are either new or currently being implemented.
Simply describing existing practices may not meet expectations.
The strongest action plans focus on measurable improvements rather than basic compliance.
3. Secure Leadership Commitment
Menopause support should not sit solely within HR.
Senior leaders must:
Sponsor the action plan
Allocate necessary resources
Authorise policy changes
Support cultural change initiatives
In practice, successful plans involve collaboration between:
HR
Occupational Health
Wellbeing teams
Health and Safety leads
Senior management
Line managers
Visible leadership support increases credibility and employee engagement.
4. Define Success Metrics
Many organisations focus on activity rather than outcomes.
For example:
Delivering manager training
Increasing manager confidence scores by 30%
Launching a menopause network
Improving employee wellbeing survey results
Consider measuring:
Retention rates
Sickness absence trends
Employee engagement scores
Flexible working uptake
Internal promotion rates
Confidence in discussing menopause at work
Building metrics into your plan from the beginning makes annual reporting significantly easier.
5. Review and Report Annually
Equality Action Plans must be reviewed and updated annually alongside gender pay gap reporting.
The organisations that start now will have:
Better baseline data
More robust evidence
Proven outcomes
Greater confidence ahead of mandatory reporting
Treat 2026 as a learning year rather than waiting until compliance becomes compulsory.
The 6 Government-Recommended Menopause Actions Explained
Most credible Equality Action Plans include several menopause-related initiatives rather than relying on a single intervention.
1. Train Managers to Support Employees Experiencing Menopause
Manager capability is often the most important factor influencing employee experience.
Effective training should help managers:
Recognise common symptoms
Hold supportive conversations
Understand workplace adjustments
Respond confidently and consistently
Awareness alone is not enough. Practical, skills-based training delivers the greatest impact.
2. Provide Access to Occupational Health Support
Employees should be able to access genuine clinical advice when symptoms affect work.
This could include:
Occupational health referrals
Employee Assistance Programmes (EAPs)
Specialist menopause services
Virtual clinical consultations
The key is timely access to expert support rather than generic information resources.
3. Establish Menopause Support Networks
Peer support can significantly reduce isolation and improve confidence.
Best practice includes:
Voluntary participation
Confidential discussions
Trained facilitators or Menopause Champions
Regular meetings
Even small workplace support groups can create meaningful cultural change.
4. Offer Reasonable Workplace Adjustments
Many impactful adjustments are simple and inexpensive.
Examples include:
Desk fans
Temperature control options
Flexible working arrangements
Home working opportunities
Access to drinking water
Rest facilities
Adapted uniform options
Support should be based on symptoms and individual needs rather than age or formal diagnosis.
5. Conduct a Menopause Risk Assessment
A dedicated menopause risk assessment can identify environmental barriers affecting employees.
Areas to review include:
Workplace temperature
Ventilation
Washroom access
Rest areas
Uniform requirements
Hydration facilities
Simple changes often produce significant improvements.
6. Review Existing Workplace Policies
Many organisations already have policies that could support menopausal employees, but menopause is often not explicitly referenced.
Review:
Sickness absence policies
Flexible working policies
Wellbeing strategies
Performance management procedures
Equality and inclusion policies
Explicit guidance helps managers apply support consistently and reduces organisational risk.
8 Quick Wins to Support Menopause in the Workplace
Not every organisation is ready for a full menopause strategy. However, every employer can start making improvements today.
1. Start the Conversation
A simple mention in a team meeting or wellbeing communication can help normalise discussions and reduce stigma.
2. Improve the Working Environment
Consider:
Fans
Cooler workspaces
Easy access to water
Improved ventilation
Convenient washroom access
Small adjustments often make a big difference.
3. Promote Flexible Working
Allowing occasional flexibility can help employees manage symptoms while remaining productive and engaged.
4. Review Uniforms and Workwear
Where uniforms are required, breathable fabrics and layering options can improve comfort considerably.
5. Don't Wait for a Diagnosis
Perimenopause symptoms can begin years before menopause itself.
Support should be based on need, not paperwork.
6. Equip Managers to Respond Well
Managers often want to help but lack confidence.
Provide practical guidance on:
What to ask
What adjustments are available
How to support sensitively
7. Signpost Clinical Support
Ensure employees know where to access professional advice, whether through:
Their GP
Occupational Health
EAP services
Specialist menopause clinics
8. Put Support in Writing
Even a short menopause support statement can improve consistency across teams and departments.
Build Long-Term Success with Menopause Champions
Policies are important, but people create workplace culture.
The most successful menopause strategies are supported by trained individuals who understand both the clinical realities of menopause and the practical realities of the workplace.
The Independent Health and Wellbeing Group's Menopause Champion Programme
Developed by the specialist clinical team at Bristol Menopause Clinic, this flexible online programme helps HR professionals, managers, wellbeing leads and nominated employees become confident workplace advocates.
Benefits include:
✅ Expert clinical guidance combined with practical workplace strategies
✅ Flexible online delivery completed in just 3.5 hours
✅ Evidence-based support that goes beyond policy compliance
✅ Improved manager confidence and employee experience
✅ Stronger foundations for Equality Action Plan reporting
Ready to Support Your Workforce?
The new Employment Rights Act 2025 requirements are an opportunity to build healthier, more inclusive workplaces while demonstrating meaningful action on gender equality.
By acting now, employers can move beyond compliance and create environments where employees experiencing menopause feel supported, valued and able to thrive.
Contact The Independent Health and Wellbeing Group today to learn more about Menopause Champion Training and start building a workplace culture that works for everyone.