Menopause Action Plans are becoming law. Are you ready?
The Employment Rights Bill will require employers with 250+ staff to implement a menopause action plan. Early action begins in 2026. Preparation must start now.
Menopause is being repositioned from a wellbeing initiative to a workplace compliance requirement. The Employment Rights Bill will expect UK employers to document, evidence, and regularly review a Menopause Action Plan as part of statutory workforce reporting.
From April 2026, voluntary guidance begins. From 2027, large employers will be required to demonstrate action — not just intent.
Organisations that act early avoid last-minute risk, reputational exposure and rushed implementation.
This is not about having another policy on file. Employers will be expected to evidence real, operational action, including:
A published Menopause Action Plan
Clear senior ownership and governance
Evidence of manager training and workforce education
Practical, implemented workplace adjustments
Ongoing review and reporting
The difference between having a document and showing credible action matters.
We support employers to implement menopause support that stands up to scrutiny.
Through policy development, Action Plan guidance, manager training, accredited education and wider workplace supports, we help organisations take practical, proportionate action ahead of 2026–2027.
The Employment Rights Bill is UK legislation that strengthens protections and expectations around workplace equality, health and wellbeing. As part of this, large employers will be expected to publish a Menopause Action Plan, demonstrating how they support employees affected by menopause through policy, training and practical action.description
From 2027, employers with 250+ employees will be required to publish a Menopause Action Plan. Voluntary adoption is encouraged from April 2026.
We support employers to develop, implement and evidence their Menopause Action Plan through policy development and review, training, education and practical frameworks.
Yes. We support organisations to develop and review menopause-inclusive policies that align with UK employment guidance and underpin effective action planning.
No. An Action Plan complements existing policies and focuses on implementation, governance and measurable action across the organisation.
