Menopause Action Plans are becoming an important new expectation for many UK employers.

Under the Employment Rights Act 2025, the UK Government has introduced Menopause Action Plans alongside gender pay gap reporting to encourage employers to take a more structured approach to supporting employees experiencing menopause at work.

From April 2026, employers with more than 250 employees will be encouraged to publish voluntary Menopause Action Plans, setting out the practical steps they are taking to support employees experiencing menopause. These plans are expected to become mandatory from 2027, moving menopause support in the workplace from informal initiatives towards clearer, more transparent action.

Employers will increasingly need to show how menopause is recognised within workplace policies, how managers are equipped to support colleagues and what practical steps are being taken to create supportive working environments, reflecting a shift towards a more structured and proactive approach to menopause at work.

For more than a decade, Henpicked: Menopause in the Workplace has been supporting employers to understand menopause and implement practical workplace support. Long before menopause became widely recognised as a workplace issue, we were working with organisations to raise awareness, provide training and develop policies that help employees continue to thrive at work.

The introduction of Menopause Action Plans marks the next stage in workplace progress.

What Menopause Action Plans mean for employers

Menopause Action Plans encourage employers to set out clearly how menopause is recognised and supported in their organisation.

The Government has published a list of recommended actions employers can include within their plans. These actions help organisations review existing workplace practices and identify ways to strengthen support for employees experiencing menopause.

These actions may include:

• reviewing workplace policies and guidance on menopause
• providing training for managers and employees
• improving access to flexible working or workplace adjustments
• ensuring occupational health support is available
• creating a workplace environment where menopause can be discussed openly and respectfully

You can view the Government’s recommended actions here:
https://www.gov.uk/government/collections/action-plans-list-of-actions

The intention is to help employers move from good intentions to visible, practical action.

Why menopause at work matters

Menopause affects a significant proportion of the workforce.

Most women experience menopause between the ages of 45 and 55, often at the peak of their careers. Symptoms can vary widely and may include fatigue, brain fog, anxiety, sleep disruption and hot flushes.

For some employees, these symptoms can affect their confidence, concentration and overall wellbeing at work. Without the right workplace understanding and support, organisations risk:

• losing experienced employees
• increased sickness absence
• reduced productivity and engagement
• widening gender pay gaps
• legal and reputational risks linked to discrimination claims

However, employers who take menopause seriously often see the opposite. Workplaces that provide understanding and practical support are more likely to retain experienced talent and build inclusive cultures where people feel able to perform at their best.

Why employers should prepare now

Although Menopause Action Plans will initially be introduced as a voluntary measure, they are expected to become mandatory from 2027, meaning employers should begin preparing now.

Menopause has appeared in Employment Tribunal cases since 2012, often framed as sex, age or disability discrimination under the Equality Act 2010, with a dramatic increase in cases in recent years.

At the same time, employees, trade unions, regulators and the media are paying far greater attention to how organisations support menopause in the workplace.

Preparing early allows employers to:

• review existing policies and practices
• identify gaps in workplace support
• train managers, Occupational Health and HR teams
• implement practical workplace improvements

Early preparation also ensures organisations can embed support thoughtfully rather than reacting quickly once expectations become more formalised.

It can also help organisations avoid some of the legal, reputational and workforce risks associated with menopause in the workplace, explored further in our article on the risks employers can’t ignore.

What effective menopause support looks like

Over the past decade, our work with employers has shown clear patterns in organisations that support menopause well. With more than 200 employers achieving independent Menopause Friendly Accreditation and hundreds more organisations supported through our programmes, we have seen first-hand what makes the greatest difference in practice.

Successful employers tend to focus on several key areas.

• Leadership commitment: Senior leaders recognise menopause as an important workplace issue and support open conversations across the organisation.
• Manager confidence: Managers understand menopause symptoms and feel confident supporting colleagues who may be experiencing them.
• Practical adjustments: Simple workplace adjustments can make a significant difference, including flexibility, access to cooler environments or temporary adjustments where symptoms are particularly challenging.
• Occupational health support: Employees can access professional advice where symptoms are affecting their work or wellbeing.
• Open workplace culture: Employees feel safe discussing menopause without stigma or embarrassment.

These elements help organisations create environments where employees feel supported and able to thrive.

Turning Menopause Action Plans into practical workplace support

Many employers already recognise that menopause matters. The challenge is often knowing where to start or how to bring existing work together into a clear plan.

This is where having a structured framework can make a significant difference.

Our Menopause Action Plan Toolkit helps employers review their current approach, identify opportunities for improvement and build a structured plan based on tried, tested and trusted workplace practice.

The toolkit draws on the experience gained from working with employers for more than a decade, as well as the insights from organisations that have achieved Menopause Friendly Accreditation.

Explore our Menopause Action Plan Toolkit here.

Supporting employers for more than a decade

Henpicked has been supporting employers on menopause in the workplace for over a decade. During that time we have worked with organisations across sectors, from small employers to large global organisations, helping them move from awareness to meaningful action that delivers real impact.

Our programmes, training and accreditation frameworks are designed to help employers create workplaces where menopause and menstruation are understood and support is accessible.

As momentum around Menopause Action Plans continues to grow, employers who act early will be best placed to support their people and build workplaces where employees can continue to thrive throughout midlife and beyond.

Start preparing your Menopause Action Plan

If your organisation is beginning to consider where to start and what to do next, the most important step is understanding what good practice looks like and how it can be implemented effectively.

Our Menopause Action Plan Toolkit provides practical guidance to help employers review their current approach and develop a clear, structured plan for menopause support in the workplace.