Menopause Action Plans are no longer a future consideration or a nice-to-have. They are now written into UK employment law and represent one of the most significant advances in workplace inclusion in decades.
For too long, menopause at work was misunderstood, minimised or ignored altogether. Today, that has changed. Menopause support is moving from informal good practice to a clear legal and strategic requirement for employers.
But a Menopause Action Plan that genuinely works is about far more than compliance. It is about culture, leadership and long-term impact.
Menopause Action Plans and the Employment Rights Bill
The commitment to Menopause Action Plans began in the Labour Party manifesto and has now become law through the Employment Rights Bill, following Royal Assent in December 2025.
Under the legislation, all employers with over 250 employees will be required to design and implement a Menopause Action Plan.
From Spring 2026, organisations will be able to upload their Menopause Action Plans to a Government portal on a voluntary basis. From Spring 2027, this will become mandatory.
This marks a fundamental shift in how menopause is treated at work. Menopause is no longer framed as an individual issue to manage privately. It is recognised as a workplace issue that requires leadership, accountability and action.
Over 10 years supporting employers on Menopause Action Plans
At Henpicked and through Menopause Friendly, we have been supporting employers on menopause for over ten years. During that time, we have worked with thousands of organisations across the UK, from small businesses to some of the country’s largest employers.
That depth of experience matters.
We have seen what happens when organisations rely on awareness alone and we have seen the transformational impact when menopause is embedded into workplace culture through a clear strategy.
Nearly 200 employers have now achieved Menopause Friendly Accreditation, with hundreds more actively working towards it. These organisations are demonstrating what effective Menopause Action Plans look like in practice: improved retention, better wellbeing outcomes and more inclusive workplaces.
Why Menopause Action Plans must go beyond a policy
Further guidance on Menopause Action Plans is expected to be published on International Women’s Day. Having been involved as a stakeholder with the Cabinet Office and the Equality and Human Rights Commission, one message is already clear.
Menopause Action Plans will be about far more than producing a document, writing a policy or delivering a one-off training session.
Our experience over the last decade shows that real, sustainable change happens when organisations focus on culture. Changing attitudes to menopause at work means changing hearts and minds and that requires a strategy tailored to the organisation.
Every workplace is different. Cultures, job roles, working environments, existing policies and geographic spread all influence what good menopause support looks like.
A Menopause Action Plan that delivers impact must reflect this reality. Tick-box approaches and headline pledges do not change lived experience.
The Menopause Friendly standards and playbook: the global benchmark
This is exactly why the Menopause Friendly standards and playbook lead the way.
They are unique. They are the only menopause standards and playbook of their kind in the world, built entirely from real-world evidence rather than theory. They were created by analysing in depth what the first 150 independently accredited employers actually did that made a measurable difference.
Not what they intended to do. Not what looked good on paper. What genuinely worked.
The Menopause Friendly Accreditation is the only independently assessed menopause accreditation in the world. Every organisation is reviewed by an independent expert panel, ensuring rigour, credibility and trust.
Menopause Friendly members use the standards and playbook alongside expert-led training, workshops, practical tools and shared learning. Together, these enable employers to design and implement Menopause Action Plans that fit their organisation and deliver lasting change.
Shaping menopause standards at a national level
Our work goes beyond supporting employers directly. We were also proud to be part of writing the BSI standard on menopause and menstruation in the workplace with the British Standards Institution.
The standard reinforces a clear message: effective Menopause Action Plans must take a holistic approach. Policies matter, but so do line manager capability, workplace environments, flexible working, awareness and organisational culture.
This aligns directly with what Menopause Action Plans are intended to achieve.
What we know about Menopause Action Plans – and what is still to come
We know that Menopause Action Plans will be required for employers with over 250 employees.
We know there will be a phased approach, with voluntary submission from Spring 2026 and mandatory reporting from Spring 2027.
We know the intention is to drive meaningful, measurable change rather than superficial compliance.
What we do not yet know are the exact reporting requirements, metrics or enforcement mechanisms. Further guidance is expected.
What we do know is this: waiting is a risk.
Employers who start now by listening to employees, reviewing what is already in place, building internal capability and embedding menopause into wider health, wellbeing and inclusion strategies will be ready and their people will already be benefiting.
No time to wait on Menopause Action Plans
Menopause Action Plans represent a once-in-a-generation opportunity to transform working lives. They can help retain experienced talent, reduce inequality and create healthier, more inclusive workplaces.
The law has set the direction of travel. The responsibility now sits firmly with employers.
There is no time to wait.
Organisations that act now will not only be compliant. They will be credible, confident and ahead of the curve.