The UK’s Employment Rights Bill is moving quickly through Parliament and it marks a significant moment for workplace equality. For the first time, menopause is named directly in proposed employment legislation, alongside the gender pay gap.

This flagship piece of legislation, championed by the Labour Government, is being described as “the biggest upgrade to workers’ rights in a generation”. And it’s clear that employers with over 250 staff will soon be expected to publish Equality Action Plans, covering at minimum:

• Addressing the gender pay gap and 
• Supporting employees going through the menopause

It’s a pivotal shift that puts long-overdue focus on the real experiences of women in the workplace.

Menopause action plans: what we know so far

While menopause is included in the Equality Action Plan requirement, the detail on what must be included is still to be confirmed. That’s expected to come through further regulations, which will follow once the Bill becomes law.

“We don’t yet have the full picture of what a menopause action plan must look like,” explains employment lawyer Joanna Sutton of Nockolds Solicitors. “But the language is clear, intent alone isn’t enough. There must be evidence-based action that leads to demonstrable impact on both the gender pay gap and employees going through the menopause.”

This mirrors the direction that many responsible employers have already taken, particularly those working towards or holding the Menopause Friendly Accreditation. It’s the only recognised, independently assessed standard that helps employers go beyond awareness and into action that makes a difference.

Implementation and timescales

Although the Bill is progressing at pace and is expected to pass before the summer recess in July 2025, actual implementation will take time.

“Some elements, like changes to unfair dismissal rights, the Government have already confirmed will not come into force until Autumn 2026,” says Joanna Sutton. “Other parts, such as Equality Action plans, will need more detail and secondary legislation before they can be brought into force and become a legal requirement.”

This means that while the legal requirement for Equality Action plans to be in place isn’t likely to become enforceable overnight, the direction is clear and the expectation is growing.

Employers are already leading the way

Crucially, many employers are not waiting to be told. They’re already putting in place the culture, training, policies and support needed to improve workplace experiences for those going through menopause and menstruation.

As Deborah Garlick, Director at Henpicked: Menopause in the Workplace, notes:

“This isn’t about being reactive. The most inclusive organisations are choosing to act now because it’s the right thing to do. Through our Menopause Friendly Membership and Accreditation, they’re already showing evidence-based, meaningful action and that’s exactly what this legislation is calling for.”

Beyond menopause: changing culture for good

The development of menopause support in the workplace is also paving the way for wider conversations around menstrual health and menstruation, another area where stigma has historically held employees back.

While these are not yet explicitly included in the legislation, they are part of the same cultural shift: one where inclusion, empathy and action replace silence and stigma.

“There’s still uncertainty, yes,” says Joanna Sutton. “But the message from government is clear: the future of workplace equality will be measured in results, not words.”

Final thought

The Employment Rights Bill may still be working its way through Parliament, but its impact is already being felt. If you’re a large employer, you’ll soon be expected to show exactly what you’re doing to support your employees, especially around menopause.

And if you’re already on the journey, through Menopause Friendly Membership or Accreditation, you’re not just ready. You’re ahead.