Everything you need to know about a Menopause Action Plan For Your Workplace

Change is coming.

Menopause Action Plan is voluntary from April 2026 in the UK. With the aim it will be mandatory for businesses with 250+ staff from 2027.

With changes brings questions for the workplace:

• What is a menopause action plan?
• What could a menopause plan include?
• Where do you start putting one together?
• And more.

Let’s answer those burning questions you have.

What Is A Menopause Action Plan For The Workplace?

A Menopause Action Plan is a formal, documented commitment from an employer that sets out how they will support employees experiencing perimenopause and menopause at work. It moves menopause support from a vague intention into clear, evidence-based steps that are embedded into day-to-day workplace practice.

Under the Employment Rights Act 2025, menopause action plans will form part of broader workplace Equality Action Plans. From 6 April 2026, employers are encouraged to share and publish these voluntarily within their workplace. From 2027, it becomes mandatory for organisations with 250 or more employees.

The introduction of the plan is part of the Employment Rights Act 2025 and related legislation, which will be published alongside gender pay gap data. 

Is This A New Law?

Yes and no.

Menopause has long been covered by existing legislation, most notably the Equality Act 2010, which protects employees from discrimination on the grounds of age, sex, and disability.

Menopause symptoms can fall under all three protected characteristics, meaning employers already have legal obligations to consider reasonable adjustments and avoid discriminatory treatment.

What the Employment Rights Act 2025 adds is something new: a proactive, structural requirement. Rather than waiting for a grievance or tribunal claim, employers will be expected to demonstrate that they have actively planned for and embedded menopause support into their organisation. Your action plan is that evidence.

Who Is A Menopause Awareness Plan Really For?

A menopause action plan is relevant to any organisation that employs people but the mandatory requirement (from 2027) applies specifically to employers with 250 or more staff.

That said, smaller employers who adopt a plan voluntarily are taking a meaningful step in attracting and retaining experienced women, reducing the risk of discrimination claims, and building a culture where people feel supported.

It matters to everyone in the workplace. While women going through perimenopause and menopause are the primary beneficiaries, managers need to be equipped to support their colleagues.

Colleagues and organisations as a whole stand to benefit when experienced, knowledgeable women are retained and able to thrive.

Why Have A Menopause Action Plan?

For women, a menopause action plan means greater recognition, fewer taboos, access to reasonable adjustments, and better support to stay, progress, and lead at work. Many women leave roles or reduce their hours during this stage of life often at the height of their professional expertise. That represents an enormous loss, both personally and organisationally.

For organisations, it means improved retention of experienced staff, reduced absence, stronger legal standing, and a demonstrable commitment to inclusion that goes beyond policy documents. It also signals cultural change, that menopause is not a private problem but a workplace matter that deserves a thoughtful, consistent response.

What Does The Government Expect?

The government expects action plans to contain evidence-based steps that show how menopause support is embedded into workplace practice and not just aspirational language. The plan should be practical, realistic, and deliverable. It should be published (once mandatory) and reviewed regularly.

Plans that are generic, copy-pasted, or clearly not written for the organisation, will fall short of the spirit of the legislation, even if they technically fulfil the letter of it.

So it’s important that your menopause action plan is created for your business or organisation and colleauges. 

What Should Be Included In a Menopause Action Plan?  

A solid and actionable menopause action plan covers the following areas:

Communication: How will the organisation communicate openly about perimenopause and menopause? This includes normalising the conversation, reducing stigma, and making sure employees know what support is available.

Manager training and support:  What appropriate training will be provided for managers? How will line managers be equipped to have sensitive, informed and at times difficult conversations? This is where information about training, your guidance documents, and clear escalation routes can be included.

Confidentiality of health data:  How will the organisation manage sensitive disclosures around menopause? Employees need to know that sharing information about their health will not be used against them.

Reasonable adjustments: What adjustments can the organisation reasonably make to support affected employees? Consider menopause related symptoms and be clear on how your organisation can best support your colleauge.

These might include flexible working, adjusted hours, access to quiet or cool spaces, changes to uniform requirements, or modified duties during particularly difficult times for your colleague.

Policy review: It’s likely you’ll have other policies which exist that will crossover with your menopause action plan. Which of your existing policies need to be updated or strengthened? This could mean looking at your flexible working, attendance management, performance management, and sickness absence policies from a peimenopause and menopause point of view.

Environmental adjustments: What physical changes can be made to the working environment? Temperature-controlled areas, improved ventilation, access to cold drinking water, and quiet rest spaces are all practical considerations.

Health and wellbeing benefits:  Does your organisation Employee Assistance Programme (EAP), Private Medical Insurance (PMI), or wider wellbeing provision adequately cover menopause-related health needs? If not, this is the place to address it.

Sources of information: What internal and external resources will be made available to employees? Signposting to trusted, evidence-based information is a valuable addition to your plan.

Does a Menopause Action Plan Replace a Menopause Policy?

No. A Menopause Action Plan complements and works alongside existing policies. Your menopause action plan is there to help you focus on implementation, governance and measurable actions across your business or organisation.

How Does Your Menopause Action Plan Work Alongside Your Menopause Policy?

If your organisation already has a menopause policy, the action plan is the mechanism that brings it to life. A policy sets out the organisation’s position and commitments. An action plan sets out what will actually be done, who by, and by when.

Many organisations have policies sitting on intranets that nobody reads and no one has acted on. The action plan turns those intentions into practice.

If you don’t yet have a menopause policy, an action plan is an excellent place to start building one. The process of creating the plan will surface the commitments you want to formalise.

Get your free Menopause Policy Checklist here

How Does Your Menopause Action Plan Work Fit Into Your Menopause Strategy?

For larger organisations, a menopause action plan sits within a broader strategy for women’s health and inclusion. That strategy might encompass fertility, pregnancy loss, endometriosis, and other health conditions alongside menopause. Your action plan is the specific, time-bound way you will deliver your menopause strategy.

How Do You Implement Your Menopause Action Plan Well?

The difference between a plan that makes a difference and one that gathers dust comes down to how it is implemented. A practical approach looks something like this:

Start with an audit: Before writing a plan, understand where you are now. Review existing policies, benefits, and practices. Identify what is already working, where the gaps are, and where there are opportunities to build on existing foundations rather than starting from scratch.

Create your practical plan: Turn the audit findings into clear, realistic actions. Avoid the temptation to over-engineer or to include things the organisation cannot realistically deliver. A plan with five achievable actions is worth far more than one with twenty aspirational ones.

Bring your plan to life: Equip leaders and managers with the information and skills they need. Embed support into day-to-day practice. And make sure the plan evidences action, not just intention because when mandatory reporting arrives, organisations will need to demonstrate what they have actually done.

Who Needs to Know About Your Menopause Action Plan?

Everyone. But in particular, your HR teams, senior leaders, line managers, and employees themselves. Senior leadership buy-in is essential because without it, action plans tend to stall at the policy stage. Managers need to be equipped to act on the plan in their day-to-day interactions with their teams. And employees need to know the plan exists, what it contains, and how to access support.

In Summary

Legislation around menopause is changing.

It may seem like yet another thing to add to your extensive ‘To Do list’ but a well thought out and clear action plan can play a part in retaining the people your organisation has invested in, and building a workplace where everyone can do their best work.

The Employment Rights Act 2025 introduces Equality Action Plans (including Menopause Action Plans) on a voluntary basis from 6 April 2026, becoming mandatory for employers with 250+ employees from 2027. Specific implementation dates are subject to government guidance. Always seek up-to-date legal advice for your organisation.

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