The Employment Rights Bill is destined to reshape the world of work. Soon, every employer in England and Wales with more than 250 staff will be legally required to publish an Equality Action Plan.

For the first time, this will include a Menopause Action Plan, placing menopause centre stage alongside gender pay.

For many HR leaders and business owners, the question is not whether to act but how. Toolkits are everywhere, policies are being downloaded and rebadged but it’s important to ask: is this right, will it comply with your legal obligations and will it actually work for your organisation in practice?

Employment lawyer Joanna Sutton of Nockolds Solicitors is clear: “The requirement to have an Equality Action Plan is not designed to be a tick-box exercise. It’s a proactive duty. A generic policy gathering dust won’t cut it. And don’t forget, menopause and menstruation are already covered under the Equality Act 2010. They’re not separate protected characteristics but fall under age, sex and even disability discrimination and, in addition, employers have a legal obligation under health and safety legislation to ensure the health and welfare of their staff whilst at work. That means the legal risk of getting it wrong already exists — organisations can’t afford to ignore it.”

Standalone, generic toolkits leave you exposed

This is why leading employers are turning to Menopause Friendly and Menstruation Friendly Membership. Unlike standalone, generic toolkits, which can leave you exposed or out of step with best practice, membership gives you clarity, confidence and credibility. Our membership provides the only evidence-based programme that delivers Independent Menopause Friendly Accreditation — an independent panel of experts assesses and verifies your work, never self-marked.

We know every organisation is different. As Deborah Garlick explains, “What works in a manufacturing business won’t look the same in a professional services firm. Culture, roles and environments vary — so a one-size-fits-all template is risky. Employers need tailored action plans that reflect their people and their workplace.” 

Through member-only workshops, we guide people step by step through designing, publishing and embedding their Menopause Action Plans. We translate the complexity of the Employment Rights Bill into clear, practical actions. We connect you with peers who are tackling the same challenges. And because we have our fingers on the pulse, we keep you up to date as the legislation evolves.

Beware of actually increasing your employment tribunal risks

Simply publishing a policy is not enough and in fact can increase risk. A policy that promises more than it delivered becomes a liability resulting in grievances or an Employment Tribunal claim. Toolkits without context can contain factual errors or miss the cultural shifts needed for real impact. Action plans must be more than paper. Your Menopause Action Plans must live in practice, show visibly, change behaviours, upskill managers, and tailor support to your organisation so they improve the working environment.

That’s why membership matters. It takes you beyond compliance into confidence. Our membership helps you create your Menopause Action Plan — then implement it, measure it and gain recognition for it. And with Independent Accreditation, you can prove to employees, regulators and stakeholders that your organisation is truly menopause friendly.