Marvin OnumonuA poll carried out by VinciWorks found just under a third (29%) of organisations had committed to publishing a menopause action plan in 2026 or 2027, with most either unsure or unready.
Nearly three-quarters said menopause needs stronger legal protection at work.
Under the Employment Rights Act, organisations with over 250 staff must publish a menopause action plan from 2027, with voluntary publication starting in April 2026.
Only 3% said their organisation already published one every year.
Nearly four in 10 (39%) were not sure when or if they would publish, and 8% had no plans at all.
Sara Henna Dahan, compliance manager at VinciWorks, said: “Menopause action plans are a really important step in building trust that women can see their future with an employer.
“Menopause and peri-menopause can affect women from their thirties onwards, and knowing what support could be available, and the attitude of the employer towards menopause, should be basic.”
Almost three-quarters (74%) of those polled said menopause law should be stronger.
Only 6% disagreed.
61% supported making menopause leave a legal right, but 28% were undecided.
Naomi Grossman, compliance specialist at VinciWorks, said: “The stories older women are telling us highlight the gaps in law and practice.
“This is something that will affect all women, often right at the peak of their careers, and companies risk losing out on talent, as well as exposing themselves to regulatory risk, if they can’t provide basic support.”
Research from The Menopause Charity and the Fawcett Society found nine in 10 women have menopause symptoms, and 44% said it affects their work.
One in five (21%) said they did not feel comfortable talking about menopause at work, and only 18% thought their training was effective.
More than a third (34%) of those with training in place said it was not working.
40% said their organisation offered no training but wanted it.
