Something significant just happened in UK employment law. For the first time, menopause has been written into legislation as a core workplace issue. It’s no longer just a matter of good practice or wellbeing — it’s a legal imperative.

The newly published Employment Rights Bill signals a powerful shift. Employers with more than 250 employees will be legally required to publish a Menopause Action Plan as part of their wider gender equality responsibilities. Voluntary adoption is encouraged from April 2026, with mandatory compliance set for 2027. This isn’t a recommendation. It’s the beginning of a new era, one that recognises menopause as a seriousworkplace matter that can no longer be ignored.

As Joanna Sutton, Principal Associate solicitor at Nockolds Solicitors, explains: “This is the biggest change in employment rights we’ve seen in a generation. The focus has very clearly shifted from simply encouraging good practice to requiring proactive action. Equality is no longer about just avoiding discrimination. It’s about putting meaningful support in place and menopause is now explicitly part of that conversation.”

For many employers, this will demand a radical rethinking of how menopause is approached. But it’s not just about compliance. It’s about doing the right thing for your people and for your organisation.

The long-overdue recognition of menopause at work

The evidence has been clear for years. Menopause impacts every woman and everyone who works with, manages or supports them. Around 15.5 million people in the UK are currently experiencing perimenopause or menopause. For many, symptoms are disruptive, distressing and long-lasting. Brain fog, anxiety and sleep disturbance are just a few of the recognised symptoms that can affect someone at work.

Joanna Sutton reflects on the direction of the law: “For too long, menopause has been an issue dealt with informally or not at all. But the risks to employers are now real and growing. We’re already seeing an increase in tribunal claims citing menopause, often framed under sex, age or disability discrimination. The new legislation will force organisations to stop brushing this under the carpet and start acting with the seriousness the issue deserves.”

The legal foundations: what the Employment Rights Bill means for you

The Employment Rights Bill places menopause directly into employers’ legal obligations. Under the new framework, all employers with over 250 employees must produce and publish a gender equality action plan. Crucially, that plan must include how the organisation is supporting women through the menopause.

While the Bill’s final shape is still going through the legislative process, the direction is clear. From 2027, it will be a legal requirement. And from April 2026, voluntary compliance is encouraged, meaning forward-thinking employers should already be preparing. As Joanna Sutton points out:

“Don’t wait for the deadline. The law might not yet be enforced, but your people need support now. And from a legal risk perspective, doing nothing is no longer a safe option.”

What does a Menopause Action Plan involve?

Unlike some legislative measures that are limited in scope or superficial in execution, Menopause Action Plans are expected to be detailed, meaningful and embedded into organisational culture. While the Government has yet to publish formal guidance on what should be included, Henpicked – Menopause in the Workplace and Menopause Friendly, which has been leading this agenda for a decade, has long supported employers in taking a structured, evidence-based approach.

That structure includes a policy or guidance document, clearly setting out expectations and signposting support. It includes sustained engagement, not one-off emails, with inclusive messaging and conversations that reach every part of the workforce. It includes robust training — not just for HR or health teams, but for managers, leaders and employees. It includes a review of current wellbeing and occupational health support, making sure menopause isn’t overlooked. And it includes practical changes to the working environment, from uniforms to rest spaces, and crucially, the confidence to talk openly about what helps people stay well at work.

This isn’t about issuing a policy and thinking the job’s done. What we’re seeing in the tribunals – and what the legislation reflects – is a move from passive compliance to active, visible support. You need to show that you’ve considered menopause as part of your broader equality strategy, and that you’re actually making changes. A document on a shelf is not going to protect you if challenged.

Risk, retention and reputation: why acting now is good business

Of course, there is a business case too. The cost of losing experienced employees is high, estimated at around £30,000 per head when you factor in recruitment, training and lost productivity. But there’s a reputational risk as well. More and more candidates are asking what an employer is doing on menopause before they accept a role. Some organisations are even advertising their Menopause Friendly Accreditation as a badge of trust.

The culture of a workplace matters more than ever. People want to work for organisations that care. That value their wellbeing. That act before being forced to. When menopause support is visible and embedded, it’s a powerful signal to employees that their employer takes them seriously, not just as workers, but as people.

Why responsible employers aren’t waiting for 2027

Menopause support doesn’t happen overnight. Changing culture, increasing confidence, breaking taboos and embedding knowledge across diverse teams takes time. That’s why so many employers are already well ahead of the curve.

Henpicked’s Menopause Friendly Membership has supported thousands of organisations to build internal expertise, train teams, engage stakeholders and introduce the kind of best practice that not only meets the legal requirements but exceeds them. Its independent accreditation is the only evidence-based, panel-assessed menopause industry recognised standard in the UK, and already over 160 employers have achieved it with hundreds more on the journey.

As Deborah Garlick, CEO of Henpicked: Menopause in the Workplace, puts it: “Who wants to work for an employer that only supports their people because they’re legally required to? Great employers act because it’s right and because they know the difference it makes. The sooner you act, the sooner you’ll see the benefits.”

Let’s not wait for the law to force action

The Employment Rights Bill is a watershed moment. It puts menopause where it belongs: in the heart of workplace equality and inclusion. It puts employers on notice — not just to comply, but to lead.

The organisations that start now won’t just be ready for 2027. They’ll be already reaping the benefits: stronger retention, greater engagement, improved wellbeing, and a reputation as a truly modern employer.This is your opportunity to get it right. Not just because the law says so but because your people deserve it.

If you’re a Menopause Friendly or Menstruation Friendly member, you’re already ahead and we’ll be with you every step of the way to make sure your Menopause Action Plan is not only easy to develop but fully aligned with the requirements of the Employment Rights Bill. From evidence-based frameworks to expert guidance, you’ll have everything you need to get it right, with confidence. We make it easier for you!

If you’re not yet a member, we’d love to help. Our team is here to support you in taking the next step — whether you’re just starting out or ready to build on what you’ve already begun.

This is your opportunity to get it right. Not just because the law says so but because your people deserve it.