Menopause workplace legislation is coming…

A Menopause Action Plan is a structured plan showing how your organisation supports colleagues experiencing menopause. It moves beyond policy to set out clear actions, accountability and measurable outcomes.

Under the Employment Rights Act, employers with 250 or more employees will be expected to publish their approach. This will be on a voluntary basis from Spring 2026 and become mandatory from Spring 2027 — making menopause support visible as well as meaningful.

A menopause policy explains your organisation’s approach and provides guidance.

A Menopause Action Plan goes further. It sets out the structured steps your organisation is taking to ensure menopause support is embedded in practice. It goes beyond a written statement to demonstrate how support is implemented and made visible across the organisation.

In simple terms, a policy is what your organisation says it does. An Action Plan shows how that support is put into practice and sustained

A good Menopause Action Plan is clear, deliberate and grounded in reality.

It should reflect what is genuinely happening in your organisation — not what you hope is happening or what looks good on paper.

It should demonstrate that menopause support is considered, structured and embedded. Above all, it should be something you can stand behind with confidence.

In other words, it’s not about producing a document. It’s about ensuring that what you publish truly reflects how your organisation supports colleagues experiencing menopause.

It depends on where you’re starting from.

If you already have structured menopause support in place, you may be able to develop a credible plan quickly. We know this will be an easy process for Menopause Friendly Accredited members.

If you need to review, strengthen or align existing practices, it will take much longer. What matters most is allowing enough time to do it properly. A Menopause Action Plan should reflect reality and withstand scrutiny once it is visible.

Meaningful change cannot be rushed. That’s why the time to start is now — not when the deadline is approaching.

Developing a Menopause Action Plan is unlikely to sit with one individual alone. Senior leadership, HR or People teams, managers and employee representatives may all be involved. Where possible, input from colleagues with lived experience can add valuable insight.

Cross-functional involvement helps ensure the plan is realistic, aligned to how your organisation actually operates and sustainable over time.

Training is an essential part of making a Menopause Action Plan work in practice.

It builds knowledge, confidence and capability — not only for managers, but also for HR and occupational health professionals who play a key role in providing consistent, informed support.

Without that confidence and alignment, even the strongest policy or plan may never translate into meaningful action and support.

Effective training helps normalise conversations, reduce uncertainty and ensure support is handled appropriately and consistently across the organisation.

Publishing a Menopause Action Plan is one step. Demonstrating that it reflects real, measurable action is another.

Menopause Friendly Accreditation provides independent assurance that your menopause support meets recognised, evidence-based standards. Unlike a pledge or self-declaration, accreditation involves external assessment and review of evidence.

This gives employees, stakeholders and the wider public confidence that your commitment is structured, credible and genuinely embedded in practice.

For employers with 250 or more employees, doing nothing will not be an option once the requirement becomes mandatory.

The legal risk does not begin with the Employment Rights Act. Tribunal cases relating to menopause have already been rising and employees are increasingly aware of their rights.

As Menopause Action Plans become visible, organisations may face scrutiny not only from employees but also from trade unions, stakeholders and the media.

There is also a reputational risk in publishing a plan that does not reflect reality. Once support is made public, integrity matters.

Starting early gives you time to ensure what you publish is credible, aligned to practice and something you can stand behind with confidence.

If you have fewer than 250 employees, you are not required to publish a Menopause Action Plan under the current legislation.

However, menopause affects colleagues in organisations of every size. Smaller organisations often find they can move more quickly and embed supportive practices more easily.

A clear, simple framework helps ensure conversations are confident, support is consistent and managers know what to do.

Many smaller employers will choose to act voluntarily — not because they have to but because it strengthens retention, engagement and their reputation as a inclusive, caring and responsible employer.