What to Include in Your Menopause Action Plan Template (Checklist)

Menopause Action Plans are coming to the workplace and whether your organisation is ready or not, now is the time to act.

The Employment Rights Act 2025 introduces Equality Action Plans (including Menopause Action Plans) on a voluntary basis from 6 April 2026. They are expected to become mandatory for employers with 250 or more employees from spring 2027, subject to secondary legislation.

But why wait? Getting ahead of the requirement now gives you time to do it properly by consulting your employees, building in the right support, and making meaningful change rather than ticking a box.

This checklist is designed to help you create and develop your workplace menopause action plan, covering everything from the basics to the detail that will make your plan genuinely useful.

Your Menopause Action Plan Checklist

Part 1: Plan Administration

Your essential document details:

• Date the plan was created
• Name(s) of those who developed the plan
• Date of the next scheduled review
• Named senior sponsor / leadership sign-off
• Named menopause champion or lead (if applicable)
• Clear ownership and accountability for each action
• Confirmation of where the plan will be published (gender pay gap service and/or your organisation’s website)

Part 2: Scope and Inclusivity Statement

Your plan should make clear who it covers and signal your commitment to an inclusive approach.

• Confirm the plan covers perimenopause, menopause, and postmenopause (include chemical and or surgical menopause).
• Acknowledge that menopause is not limited to the typical 45–55 age range
• Acknowledge that trans, non-binary, and intersex employees may also be affected
• Consider intersecting characteristics including ethnicity, disability, and socioeconomic background
• Reference related health conditions that may benefit from the same support: endometriosis, fibroids, polycystic ovary syndrome (PCOS)

Part 3: Health and Wellbeing Support

Detail the health support available to employees and any new provisions you are introducing:

• Occupational health (OCC health) access and referral process
• Employee Assistance Programme (EAP) — confirm it covers menopause-related support
• Private medical care (if applicable)
• Access to GP with reasonable time for appointments
• Mental health support (counselling, therapy, or peer support)
• Signposting to NHS menopause resources
• Signposting to any menopause apps, helplines, or services your organisation provides

Part 4: Physical Workplace Adjustments

Practical adjustments can make a significant difference to day-to-day comfort and performance:

• Temperature control options (e.g. desk fans, adjustable heating)
• Access to cold drinking water
• Access to private rest areas
• Uniform or dress code flexibility
• Proximity to toilet facilities considered in workspace allocation
• Process for requesting individual reasonable adjustments

Part 5: Flexible Working and Absence Policies

• Flexible working policy (hours, location, adjusted duties)
• Review of absence and sickness policy to ensure it does not inadvertently penalise employees for menopause-related symptoms
• Process for agreeing temporary or longer-term adjustments without triggering absence triggers

Part 6: Training and Awareness

Organisation-wide understanding is essential for creating a genuinely supportive culture.

• Manager training on menopause symptoms and how to have supportive conversations
• Training for all senior leaders on workplace gender equality and menopause
• Awareness sessions open to all colleagues
• Dedicated sessions or resources for women and those affected
• Inclusion of menopause in wider wellbeing and EDI programmes

Part 7: Policy and Communication

• Menopause policy (standalone or embedded within a broader wellbeing or EDI policy)
• Channels of communication for employees to raise concerns (e.g. line manager, HR, occupational health, anonymous reporting)
• How the plan and support available will be communicated to all staff
• Engagement with unions, employee networks, and HR teams during development
• Surveys or focus groups to gather employee input on the plan

Part 8: Legal Compliance

• Reference to the Employment Rights Act 2025 and Equality Action Plan requirements
• Reference to existing protections under the Equality Act 2010 (sex, age, disability)
• Confirmation that the plan will be published alongside gender pay gap data
• Acknowledgement of the link between the menopause action plan and gender pay gap actions

Part 9: Monitoring and Review

• Named person(s) responsible for monitoring the plan
• Scheduled review dates (at minimum annual, ideally more frequent in early years)
• How progress against each action will be tracked and measured
• How employee feedback will be gathered and used to improve the plan
• Process for updating the plan in response to new legislation or guidance

Tips for Creating Your Meaningful Menopause Plan

The government guidance is clear: the aim is meaningful, lasting change and not box-ticking.

Here are a few things to keep in mind:

• Start with your employees. Gathering their input before finalising the plan will help you understand what matters most, and build genuine buy-in.
• Be specific. General commitments to ‘support menopause’ are less effective than naming the actions you will take and how you will measure them.
• Go beyond the minimum. The guidance encourages organisations to select more than one action in each area where possible.
• Include women from different backgrounds, with different health conditions, or in different roles may need different kinds of support.
• Link it to your gender pay gap work. The two action areas are formally connected under the Employment Rights Act 2025. Your menopause support and your gender pay gap actions should complement each other.

Key Dates for Menopause Action Plans

Useful Documents and Resources

GOV.UK Guidance: Creating an Action Plan

ACAS: Equal Pay and the Law

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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