The introduction of Menopause Action Plans as part of the Employment Rights Bill marks real progress.

It’s a welcome sign that menopause in the workplace is finally being recognised as the serious issue it is. And with legislation expected to come into force for large employers early in 2027, here’s the important message for all employers: don’t wait. We already know the impact menopause can have on individuals and organisations and what works to make a difference.

Those who act now will be a step ahead, not just in legal compliance but in building a culture where everyone can thrive.

What the evidence tells us

The facts speak for themselves:

• Around one in three women in the UK workforce are currently experiencing menopause or perimenopause.
• According to the Fawcett Society, one in ten women experiencing menopause have left work.
• Organisations lose experienced people, skills and knowledge, at a time when attracting and retaining talent has never been more important.

It’s no surprise that leading organisations aren’t waiting for a legal requirement – they’re already taking action. There are 160 employers who’ve already achieved the Menopause Friendly Accreditation, the only independently assessed, evidence-based membership and standard of its kind.

What’s happening with the law?

The Government’s Implementation Plan for the Employment Rights Bill, published in July 2025, confirms that Menopause Action Plans will be introduced on a voluntary basis for employers from April 2026, with mandatory requirements for large employers to follow in 2027.

It’s a welcome move but waiting for deadlines is missing the point. Employers who act now will not only be ahead of the curve but will create the kind of inclusive, supportive workplace that attracts and retains talent today.

The case for early action

The good news is, we already know what makes a difference. Employers across the UK and globally, are showing what works:

• Talking openly about menopause
• Training managers to feel confident having conversations
• Reviewing policies and guidance to ensure menopause is recognised and supported
• Creating comfortable, inclusive working environments
• Listening to colleagues and removing barriers
• Showcasing their commitment through Menopause Friendly Membership and Accreditation alongside these fabulous employers.

And the benefits speak for themselves – improved retention, better wellbeing, stronger engagement and a positive reputation as an inclusive employer of choice.

Don’t wait – start today

There’s no need to reinvent the wheel or wait for 2027. Whether you’re just starting out or looking to build on your progress, Menopause Friendly Membership and Accreditation gives you the expert support, practical tools and is globally recognised.

The legislation is coming but employees need action now. Together, we can break the silence, remove the stigma and make sure menopause is properly supported in every workplace.

We’d love to make it easier for you – let’s talk about how we can help: Book a call here!