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Menopause Action Plan 

Summary: This is now a key priority for organisations. The UK Government has announced new steps to support women, including a focus on menopause and gender pay gap reporting. This signals a clear shift. Every employer now needs to think seriously about their menopause action plan UK.

MenoHealth helps organisations create effective menopause action plans that support employees and meet evolving UK expectations. With growing focus on the Employment Rights Bill, gender pay gap and menopause action plans, employers need clear action. We help identify gaps, train managers and build plans that improve wellbeing, retention and compliance.

How we make it simple

We recognise the demands placed on teams. That is why we keep everything clear and practical.

When we work with you, we:

  • Review what you already have
  • Identify gaps quickly
  • Build a tailored menopause action plan UK
  • Support your team to put it into practice

We focus on what works in real workplaces.

Benefits of menopause workplace support

Why you should act now

The conversation is changing fast. With government focus and the employment rights bill, expectations are rising.

Employees expect support. Leaders need confidence. Organisations need a plan.

When you act now, you:

  • Stay ahead of change
  • Show leadership
  • Support your people properly
Why having a menopause action plan protects you

A clear menopause action plan template helps organisations move from risk to confidence.

Without a plan, employers may:

  • Miss early warning signs
  • Fail to support staff properly
  • Struggle to show compliance

With a plan, you can:

  • Show a clear evidence base for your approach
  • Align with wider equality action plans
  • Improve your workplace culture
  • Reduce the risk of legal challenges
Menopause action plans, legal duties and what this means for employers

We are seeing a clear shift in how menopause in the workplace is viewed. This has moved beyond a wellbeing focus. It now links to employment law, legal obligations, and how organisations support their people every day.

The UK Government has signalled this change through its focus on gender pay gap and menopause action plans. This includes a growing expectation that larger organisations — especially those with 250 or more employees — take structured, measurable action.

How the Employment Rights Bill links to menopause

The menopause action plan employment rights bill conversation is gaining pace. We are seeing more guidance and stronger expectations around how employers support colleagues experiencing menopause symptoms at work.

This means:

  • Menopause action plans employment rights bill expectations are becoming clearer
  • Organisations may need to show how they support employees in practice
  • A reactive approach is no longer enough

We expect menopause action plan 2027 requirements to mean many organisations will need to demonstrate clear, structured support.

Are menopause action plans legally required?

Right now, a menopause action plan is not always strictly legally required. However, employers already have duties under the Equality Act 2010.

This includes:

  • Protecting employees from discrimination
  • Making reasonable adjustments
  • Providing safe and supportive working environments

Menopause symptoms can fall under these protections. If organisations fail to act, there is a growing risk of claims linked to sex, age or disability discrimination.

We are also seeing more cases reaching employment tribunals (March 2026), highlighting how important this area has become.

The link to gender pay gap data

Gender pay gap data closely links to menopause.

When women reduce hours, step back from roles, or leave work because of menopause symptoms, it impacts progression and pay. Over time, this affects your overall gender pay gap.

This is why organisations now discuss gender pay gap and menopause action plans together. Supporting women through menopause is not just about wellbeing — it is about fairness, retention and long-term workforce stability.

From policy to real change

We often see organisations create policies but struggle to bring them to life.

A strong menopause action plan should:

  • Be simple and easy to follow
  • Be supported by training
  • Be understood by managers
  • Be visible to employees

This is how you move from paperwork to real impact.

What we recommend

We recommend acting now rather than waiting for stricter rules.

By putting a clear plan in place, you:

  • Stay ahead of future requirements
  • Meet your current legal obligations
  • Build a more inclusive workplace
  • Support your people properly

This is not just about compliance. This reflects a commitment to doing the right thing — and doing it well.

Why we focus on menopause action plans

We see the same pattern across organisations.

  • Leaders care.
  • HR teams want to help.
  • But there is no clear plan.

Menopause affects many employees. Symptoms like hot flushes, fatigue, anxiety and brain fog can impact daily work. Without support, women may reduce hours, lose confidence, or leave their role.

This is an outcome organisations should actively avoid and underlines the importance of taking action.

A clear menopause action plan helps you:

  • Keep experienced staff
  • Reduce absence
  • Improve wellbeing
  • Create a fair and inclusive workplace

At MenoHealth, we turn good intentions into action.

Common mistakes we see

Most organisations think they are doing better than they are.

They might:

  • Add menopause to a wellbeing day
  • Write a policy but not train managers

This is not a full menopause action plan.

Real change happens when awareness, training and action all work together.

The government direction is clear

The UK Government announcement on menopause and gender pay gap reporting shows that expectations are changing. The government expects employers to take structured action.

This links to wider discussions around the employment rights bill menopause action plan approach. The message is simple:

Organisations need to show they understand menopause and are supporting employees properly.

Early action strengthens compliance and reduces organisational risk.

Start with our free menopause action plan readiness checklist

Our experience shows that when employers complete a structured review, gaps quickly become clear — particularly around manager confidence, workplace adjustments and policy alignment.

That is why we have created a free menopause action plan checklist to help you assess your current position.

This checklist will help you:

  • Understand how well you currently support menopause in the workplace
  • Identify gaps in your approach
  • Benchmark your organisation against best practice
  • Highlight priority areas for action

Designed to be quick to complete, it provides a clear starting point.

Complete the form to request your free menopause action plan readiness checklist.

Download the free menopause action plan checklist and take the first step towards building a clear, effective plan.

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Awareness and education
We can support your team through our award-winning workplace programme, helping them understand menopause and how symptoms affect work in a clear, practical way.

Manager training
Managers may lack confidence in this area. We give them the confidence to have conversations and offer support.

Clear support routes
Employees need clear guidance and practical steps on where to access support. We help you establish this effectively.

Practical workplace changes
Targeted and practical adjustments can deliver significant impact. This may include flexible working, access to cooler environments and regular breaks. 

Policy and compliance
We create a clear menopause action plan that supports consistency and helps you stay ready for future requirements.

Book Your Menopause Action Plan Consultation

Most organisations we speak to say the same thing:

“We know we need to do something — we’re just not sure where to start.”

That’s exactly where we come in.

At MenoHealth, we help organisations move from awareness to action to compliance, by:

✔ Identifying gaps quickly
✔ Translating insights into a clear, structured and evidence-based menopause action plan
✔ Creating a tailored Menopause Action Plan aligned to your organisation
✔ Supporting manager training and implementation
✔ Ensuring you’re ready for 2027 with confidence

Book a one hour consultation

We’ll talk through:

• Your current position
• What’s already in place
• What’s missing
• The most effective next steps

No pressure — just clear, practical guidance.

Book your consultation here

PROUD TO BE WORKING WITH