Understanding the impact of new Menopause Action Plans

For the first time, menopause will form part of a legal requirement for large employers to publish action plans. Having spent the last decade working to bring menopause into the workplace conversation, this is a landmark moment.

When I started this work back in 2016, there wasn’t an employer in the land with a menopause policy. Conversations were rare. Awareness was low. Support was inconsistent at best. It has been a long road to reach this point, where menopause friendly employers are gaining real ground and recognition.

Today, we have over 600 members committed to being menopause friendly and more than 200 employers fully accredited. We have come a very long way. But we are not there yet. My hope is that this change will bring on board those employers who have not yet begun their menopause-friendly journey.

So, what are Menopause Action Plans?

They form part of the wider requirement for Action Plans on Gender Equality and Supporting Employees. They will be voluntary from April 2026 and mandatory from April 2027 for employers with 250 or more employees. That may seem some way off but, especially for organisations yet to start, every month will count in shaping a credible, meaningful plan.

It’s vital to understand that these plans are not simply promises or pledges to be published and filed away. They will be visible to employees, future candidates, stakeholders and the public. They must be rooted in action and evidenced in practice. Employers must not just say what they do; they must also do what they say. And they will be held accountable.

To get started, organisations first need to understand where they are on their menopause friendly journey. That’s why we have developed a readiness checker to help employers identify current gaps and priorities. From there, the next step is to work through the criteria of the Menopause Action Plans, with formal guidance expected very soon.

I was proud to help write the BSI Menstruation, Menstrual Health and Menopause Workplace Standard and to be part of the Cabinet Office stakeholder group shaping the development of these Action Plans. Combined with 10 years of experience working with employers of all sizes across the public and private sectors, this has given me a clear view of what truly works.