What are Menopause Action Plans and why are they important?

The UK Government's Employment Rights Bill is moving forward at pace, with the third reading in the House of Lords today, 3rd September 2025.

One of the elements of the Bill which seems to have received less publicity than others is the requirement for all employers with over 250 staff (so those who are also required to publish Gender Pay Gap reports) to create Menopause Action Plans. But what does that actually mean?

This is aimed at supporting employees experiencing menopause, with voluntary measures starting in 2026 and mandatory requirements by 2027.

Overview of the Menopause Action Plan

The UK government is taking significant steps to address the impact of menopause in the workplace. Menopause Action Plans are designed to provide guidance and support for employers to create a more inclusive environment for employees experiencing menopause.

Why is this an issue?

• 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.

So what do we need to know?

Implementation Timeline:

• Voluntary Action: From April 2026, employers will be encouraged to adopt Menopause Action Plans voluntarily.
• Mandatory Requirements: By 2027, large employers (those with more than 250 employees) will be required to implement these plans as part of their workplace policies.

Objectives of the Action Plan:

• The plan aims to improve workplace support for individuals experiencing menopause, recognising the significant impact it can have on their health, wellbeing, and productivity
• It seeks to reduce stigma and promote open discussions about menopause in the workplace, ensuring that employees feel supported and understood.

Components of the Menopause Action Plan:

• Communication Channels: Establishing clear and open communication avenues for discussing menopause-related issues. Talking openly about menopause. Listening to employees and removing barriers.
• Training: Providing training for all employees to raise awareness and foster supportive environments. Training managers to feel confident having conversations
• Training: Providing training for all employees to raise awareness and foster supportive environments. Training managers to feel confident having conversations
• Workplace Adjustments: Implementing changes in the work environment, such as providing fans or more frequent breaks, to accommodate employees' needs. Creating comfortable, inclusive working environments
• Mental Health Support: Access to healthcare practitioners to assist with employee well-being.

Importance of Early Action:

• Employers are encouraged to act now rather than wait for mandatory regulations. Early adoption of supportive measures can lead to improved employee retention, wellbeing, and overall workplace culture.

The Menopause Action Plan represents a significant step towards creating a more inclusive and supportive work environment or individuals experiencing menopause, addressing both health and workplace participation issues. At Reward Heads, we see it as part of the overall Total Reward package provided by employers, as well as a great way to enable every employee to fulfill their potential, for themselves and their organisation.