Menopause has long been a workplace topic whispered about rather than openly discussed. That is changing, and soon, it will no longer be optional for employers to address the matter.
The UK’s upcoming Employment Rights Bill will introduce a new law requiring large employers to publish Menopause Action Plans, with voluntary adoption starting in April 2026 and mandatory compliance expected by 2027. This landmark legislation is designed to make menopause support proactive and consistent across UK workplaces.
Why introduce a new law?
Until now, menopause in the workplace has largely been addressed under existing discrimination laws, particularly the Equality Act 2010, which protects against age, sex and disability discrimination. However, for many women, these protections have not gone far enough. Research indicates that one in 10 women leave their jobs due to menopause symptoms, while many others reduce their hours or miss out on career progression opportunities. The new legislation aims to close that gap by encouraging employers to act before problems arise, rather than simply responding when issues occur.
Key provisions of the new law
At the heart of this legislation are Menopause Action Plans, which large employers with over 250 employees, will be legally required to create and publish. Forward-thinking organisations can begin voluntary adoption from April 2026, giving them the opportunity to implement supportive practices ahead of the mandatory phase in 2027. Smaller employers will not be legally required to publish a plan, but guidance will be provided to help them offer meaningful support to employees experiencing menopause, ensuring that best practice is accessible to organisations of all sizes.
What employers will need to do
Employers will be expected to provide meaningful, proactive support for employees experiencing menopause. Practical approaches may include offering flexible working arrangements, creating quiet spaces, providing access to cooling systems or fans, adjusting uniform policies, or implementing hybrid working options. Equally important is training managers to have confident, informed conversations about menopause in a sensitive and supportive manner. Employers will also need to ensure that unwanted conduct related to menopause, including comments or behaviours that could amount to harassment, is effectively addressed.
Why it matters
This legislation is a significant step for workplace equality, retention and culture. Menopause affects half the workforce, yet it has rarely been considered in formal workplace policy. By recognising and supporting employees through this life stage, organisations take a major step toward gender equality and inclusion.
Providing structured support can improve employee retention, reducing the high costs associated with recruitment and training. Furthermore, by normalising conversations around menopause, employers can foster a more empathetic and inclusive culture, one where all employees feel valued and supported through natural life transitions.
From awareness to action
The introduction of this law represents a shift from awareness to action, moving menopause support from voluntary goodwill to a legal responsibility. For large employers, it is an opportunity to get ahead, start planning and shape a workplace culture they can proudly publish by 2026. For smaller employers, it is a chance to learn from larger organisations, adopt best practices early and demonstrate care for staff because it is the right thing to do.
Companies already setting the standard for menopause support in the workplace
1. St. James’s Place (SJP)
SJP has introduced a comprehensive menopause support programme, including flexible working hours, additional breaks and dedicated rest facilities. They also offer resources like the ‘Fabulous Flushers’ network and Bupa toolkits to raise awareness and provide guidance to employees.
2. Charles Stanley
This wealth management firm collaborates with Canada Life and Bupa to offer menopause webinars and personalised support sessions. Regular meetings are held to discuss menopause-related topics, fostering an open and supportive environment for employees.
3. Peppy Health
Peppy Health provides tailored menopause support through one-on-one consultations with menopause experts, accessible via mobile devices. Their services aim to improve employee satisfaction and retention by addressing menopause symptoms effectively.
4. Gene
The biotechnology company Gene has launched a comprehensive menopause benefit programme to remove barriers to care for employees and their families. This initiative reflects their commitment to supporting employees through significant life transitions.
5. Co-op
The Co-op has implemented peer support groups and tailored assistance for employees experiencing menopause. These initiatives are part of a broader effort to create a supportive work environment and retain experienced talent.
6. Citi, Schroders and the Financial Conduct Authority (FCA)
These organisations have adopted menopause policies that include flexible working arrangements and dedicated support for employees. Their efforts aim to address the stigma around menopause and provide a supportive workplace culture.
7. Asos and Burberry
Both fashion retailers have introduced menopause-friendly policies, including awareness campaigns and support programmes. These initiatives aim to normalise menopause in the workplace and support employees during this life stage.
