If menopause actions are uploaded to a Government portal, they will already be publicly accessible.

But good practice doesn’t stop there. Colleagues should be able to find and understand your Menopause Action Plans easily, and external stakeholders should be able to see clearly what you say you do in practice.

In most organisations, this means:

• Hosting the full Menopause Action Plans on your intranet or HR system where all employees can access them
• Publishing a clear summary or statement on your public website
• Referencing your approach within ESG reporting, gender pay gap reports, wellbeing updates or your annual report

The key is accessibility and visibility. Menopause Action Plans should be easy for employees to find and straightforward for external audiences to understand.

They are not simply statements of intent. They are published accounts of what your organisation does.

There is no confirmed requirement about where Menopause Action Plans must sit within your wider reporting. It will depend on how your organisation structures its reporting and governance.

Some organisations may align their Menopause Action Plans with gender pay gap reporting. Others may reference them within ESG, wellbeing or broader equality reporting.

What matters most is that it makes sense within your existing framework and clearly shows how menopause support links to gender equity, retention and workplace culture. It needs to work for your organisation and be consistent with how you report on equality more broadly.

Best practice would be to review them at least annually.

Menopause Action Plans should be live documents, not one-off submissions. They need to reflect progress made, feedback from colleagues, any changes in legislation and wider organisational developments.

Regular review helps ensure that what you publish continues to match what happens in practice.

Yes. The Toolkit is available as a standalone purchase for organisations that want practical structure and guidance without joining the full Membership.

However, it is included at no additional cost within Menopause Friendly Membership Level 2.

Level 2 Membership also gives you access to a wide range of additional resources, tools, campaigns, updates and expert support throughout the year. For many organisations, this represents better overall value — with the Toolkit included.

If you’re unsure which option is right for you, we’re happy to talk it through and do a comparison with you.

The Toolkit helps you create your Menopause Action Plans.

Menopause Friendly Level 2 Membership helps you embed them — and makes it easier for you.

While the Toolkit provides structure, templates and guidance to produce your plan, Level 2 Membership gives you ongoing resources, policy guidance, campaign materials, updates and expert support throughout the year.

Running for five years and trusted by hundreds of employers, Membership keeps you up to date and connected to evolving good practice. It also provides a pathway towards the only independently assessed Menopause Friendly Accreditation of its kind in the world.

In short, the Toolkit helps you produce your plan. Menopause Friendly Level 2 Membership helps you sustain and strengthen it over time.

For organisations planning menopause support, Membership is often the most cost-effective route.

It includes the Toolkit, along with ongoing resources, campaign materials, updates and expert support throughout the year — helping you stay aligned with evolving expectations and good practice.

Members also benefit from special offers and additional support. For example, we are currently offering free training for in-house Occupational Health professionals, along with exclusive offers on wider training.

For many employers, bringing everything together under one Membership makes it simpler, more efficient and could even save you money compared to purchasing elements separately.

Yes — you are still responsible for creating your own Menopause Action Plans.

Under the Employment Rights Act 2025, employers with over 250 employees are expected to upload their menopause actions to a Government portal, with the requirement becoming mandatory from Spring 2027.

Membership does not replace that responsibility. What it does is make it easier.

You won’t be starting from scratch. Membership provides the structure, resources and guidance to help you develop a credible plan aligned to recognised standards.

There is a lot of support available to help you get it right.

No. Membership and Accreditation are separate.

Menopause Friendly Membership gives you access to structured resources, practical guidance, expert support and ongoing updates to help you strengthen and evidence your approach.

Menopause Friendly Accreditation is independently assessed. It recognises organisations that can demonstrate meaningful, measurable change across key areas of focus.

Accreditation is not automatic and it is not a tick-box exercise. Organisations must apply and show that menopause support is embedded in practice, not just written in policy.

To apply for Accreditation, organisations must be Members.

Membership helps you prepare by giving you the framework, expert help and proven resources drawn from hundreds of employers who have already been through the process. It makes the journey clearer, more structured and more achievable.

Accreditation then provides independent recognition of what you have built.

Absolutely. Many organisations come to us having already made good progress. The Toolkit helps you sense-check what’s in place, close any gaps and ensure your approach is structured, measurable and clearly evidenced.

It brings everything together in one place, helping you align your work with recognised standards and prepare your Menopause Action Plans with confidence.

Even if you’ve started the journey, the Toolkit helps you strengthen and formalise it.