Menopause at work: moving from good intentions to meaningful action

Menopause support is moving up the workplace agenda. With equality action plans expected to become mandatory for eligible employers from spring 2027, subject to secondary legislation, now is the time to turn good intentions into practical action.

What will the changes mean for employers and employees, and what does good menopause support look like in practice?

What is changing and when?

The legal timetable is still being finalised. Employers with 250 or more employees can already publish a voluntary equality action plan covering both their gender pay gap and menopause support. These plans are expected to become mandatory from spring 2027, subject to secondary legislation. January 2027 is not a legal deadline, but larger employers may wish to have an agreed, publishable plan ready by then to allow time for consultation and approval.

Why menopause support matters

For employees, meaningful support can make it easier to have open conversations, understand what help is available and request adjustments without feeling overlooked or isolated. For employers, listening and responding well can help retain experienced people, build trust and create a more inclusive workplace.

Whatever the legal timetable, a clear approach to menopause support helps organisations respond consistently now. It gives managers and employees a shared understanding of what is available, where to find information and how to request practical adjustments.

Greater accountability for employers

Because workplace menopause support has largely relied on voluntary action, approaches have varied considerably between organisations. Mandatory equality action plans are intended to create greater consistency and transparency.

Against this backdrop, the Employment Rights Act 2025 provides the legal framework for change. It allows the government to introduce regulations requiring eligible employers to publish the practical steps they are taking to address their gender pay gap and support employees experiencing menopause. Rather than creating new individual rights, the plans will formalise how eligible employers report their actions.

What employers can do now

For larger employers, the message is clear: prepare early, involve employees and be ready to demonstrate the progress you are making. For organisations of every size, the same principles can help turn a written commitment into meaningful day-to-day support.

Meaningful change starts with listening. Employers can involve employees in shaping support and take practical action, while employees should feel able to have open conversations, understand their options and ask for the help they need. By working together, we can create workplaces where people experiencing menopause feel understood, valued and able to thrive.