Employers: you should be taking action on menopause at work
Menopause is already recognised as an important workplace issue meaning employers should understand both their existing responsibilities and what’s set to change in the next 12 months.
Since April 2026, employers with 250 or more employees have been able to voluntarily publish an action plan alongside their gender pay gap data, setting out the steps they are taking to support employees experiencing menopause. These action plans are expected to become mandatory from Spring 2027, subject to legislation. However supporting menopause is more than just an action plan.
What are the legal obligations right now?
Whilst menopause is not currently a protected characteristic under the Equality Act 2010, employees experiencing symptoms may be protected under existing discrimination legislation.
For example some menopause symptoms may amount to a disability whilst unfair treatment due to menopause could potentially involve sex or age discrimination. Employers should also be aware that inappropriate comments or behaviour relating to menopause could potentially amount to harassment.
Menopause is more than a health or wellbeing consideration and comes with serious legal considerations that employers would be wise not to ignore.
What actions should you take?
If you have 250+ employees and you don’t already have an action plan in place, this is the place to start. With this likely to become mandatory it’s worthwhile preparing this in advance. For smaller organisations it’s still excellent practice and helps you lay out how you will support employees with menopause clearly.
Your plan and practical support could include:
Making reasonable workplace adjustments where appropriate
Considering flexible working arrangements
Reviewing workplace temperature, ventilation and access to facilities
Giving managers the confidence to have sensitive conversations
Reviewing sickness absence procedures and how menopause-related absence is recorded
Providing clear guidance on where employees can get support
Creating a workplace culture where employees feel comfortable raising concerns
How managers will be supported to support employees, including their response and treating situations with empathy.
Don’t wait until 2027, take menopause seriously now
Menopause support is not a nice to have and a good menopause policy shouldn't just sit in an employee handbook. Managers need to understand it, employees need to know where to go for support, and the organisation needs to be prepared to make appropriate adjustments when they are needed.
We’re here to help, Get in touch for support reviewing existing policies and putting practical menopause support in place.