Menopause Action Plans: A guide to the Government’s guidance
In case you’ve somehow missed the memo, all organisations with more than 250 employees will be required to have a Menopause Action Plan in place from spring 2027.
Until then, taking the appropriate steps towards compliance with this aspect of the new Employment Rights Bill is voluntary. But many organisations are looking to get ahead and get the groundwork in place over the course of this calendar year.
Earlier this month, the Government published its guidance on Menopause Action Plans to help employers get ready for the new requirements.
Published as part of a wider Equality Action initiative that also includes gender pay gap reporting, the content is presented in the form of a series of recommended, evidence-informed actions for how organisations should support employees experiencing menopause.
These actions were developed using expert insight and research – including a literature review on menopause in the workplace by the Department of Work and Pensions – and the Government intends to review and further develop the actions to ensure they evolve alongside new evidence.
As part of this commitment, from next month, organisations will be able to share information with the Government about their evidence-based actions, to help shape the recommendations.
So, what is the Government suggesting an effective Menopause Action Plan should look like? And what will organisations need to do to ensure they comply with the incoming legislation?
Let’s take a closer look at the official guidance:
The overview:
Supporting employees experiencing menopause
Under the incoming legislation, organisations must create a Menopause Action Plan that addresses at least one action to support employees experiencing menopause – defined as either perimenopause or postmenopause (experienced at any age).
The Government has identified 6 specific action areas that employers can choose to focus on:
- Train managers
- Offer occupational health advice
- Set up menopause support groups and networks
- Offer workplace adjustments
- Conduct a menopause risk assessment
- Review policies and procedures to meet the needs of employees experiencing menopause
Officials want to “encourage employers to make meaningful and long-lasting changes”, so are urging organisations to include more actions in their Menopause Action Plans where possible.
Specific actions to address
Here, we set out the Government’s key recommendations for the 6 actions, to give you a feel for the scope of each. You can view the full guidance and further considerations via the Gov.uk link provided.
Action 1: Train managers
The aim of this action is to give managers the knowledge and skills they need to support employees experiencing menopause.
Training can help managers to:
- understand what support and guidance the organisation offers
- learn how menopause affects people in different ways
- talk and listen with sensitivity
Implementing this action
You can create your own training or buy it through a specialist provider. It should fit your organisation’s sector and culture.
The training could cover:
- how the law relates to menopause
- how symptoms can affect employees
- how to encourage employees to raise concerns
- what support and workplace adjustments you can provide
When you plan the training, you should:
- use an approach that looks at how experiences vary for different groups
- use videos of real experiences and symptoms
- use case studies or role play that relates to your specific workplace
- set clear targets, such as asking all managers to finish the training within 6 months
- think about sector-specific issues, like how flexible working might be harder in schools or hospitality
Action 2: Offer occupational health advice
The aim of this action is to help employees manage menopause symptoms while they are at work. This proactive approach can help reduce health-related barriers that often affect women.
Implementing this action
To offer advice for employees experiencing menopause, you can:
- find an occupational health provider (if you do not already have one)
- work with your occupational health provider to get expert guidance on menopause – you may consider expanding this to cover other conditions relating to menstrual health
- speak with your insurance provider (if you have one) about the menopause support available
- ask employees for feedback on your existing support to tailor future services to your organisation and employees’ needs
- train your managers and HR staff so they understand your menopause support and can help others
- actively promote available support through specific campaigns and internal communication channels to improve awareness
Action 3: Set up menopause support groups and networks
The aim of this action is to improve the mental health and wellbeing of employees experiencing menopause. By setting up support groups and networks, you can encourage employees to share tips and experiences. This may help reduce feelings of isolation. It can also create an environment where people feel comfortable asking for help. These groups can also help people in your organisation understand how menopause affects their colleagues.
Implementing this action
To successfully implement this action, consider how to:
- make sure the environment is confidential and inclusive
- use surveys or focus groups to find out what your employees need before you start
- offer flexible meeting times and hybrid options so everyone can join, regardless of where or when they work
- train internal staff or use external experts to lead respectful discussions
- use newsletters, internal channels and posters in communal areas to promote the group
The size of your organisation may change how you run the group. Smaller organisations might use peer-led groups. Larger organisations could use specialised committees or dedicated menopause champions.
You should look for ways to share information with the rest of the organisation. The group could:
- present at events
- invite colleagues not experiencing menopause to attend certain group or network meetings
- arrange guest speakers for organisation-wide meetings
- share personal stories and case studies through internal communication channels
Action 4: Offer workplace adjustments
The aim of this action is to provide employees experiencing menopause with workplace adjustments that meet their specific needs. This allows you to consider other factors that may affect how someone works, such as other health conditions.
Adjustments can include:
- flexible working hours
- access to private rest areas
- ergonomic office furniture
- specialist health advice
- environmental settings, such as the temperature and ventilation of the workplace
Implementing this action
To support an employee, you can:
- set up flexible working arrangements
- let them work from home when practical
- let them take breaks when needed or give them a private space to rest
- give them some control over their environment, such as a fan, a desk near a window or ergonomic furniture
When you introduce workplace adjustments, you should:
- use confidential consultations or anonymous surveys to find out what your employees need
- clearly outline the menopause-specific adjustments your organisation offers
- ensure HR and managers know how to have supportive conversations and use menopause risk assessments
- respond to requests as soon as possible – consider setting an expected timeline for your organisation, such as 10 working days
- agree any changes in writing
- review them regularly, and check in with employees often to ensure they are working for both the employee and the organisation
Action 5: Conduct a menopause risk assessment for your workplace
The aim of this action is to consider the specific needs of employees experiencing menopause, which most women will go through at some point in their lives. Effective risk assessments can help you set up your workplace and ways of working to ensure they do not exacerbate menopausal symptoms. This is important because, while menopause itself is not a risk, a formal assessment provides a structure to consider the range of impacts it can have.
Implementing this action
A menopause risk assessment might consider the following:
- the temperature and ventilation of the workplace
- the material and fit of your organisation’s uniform, and if it makes employees feel too hot
- how easy it is to request extra uniforms
- if ergonomic furniture is provided or can be requested
- if there is a suitable place for employees to rest
- if toilet facilities are easy to get to
- if cold drinking water is available
- if managers have been trained on health and safety issues for menopause
- if employees are aware of their flexible working entitlements and how flexible working requests are accommodated
When you introduce these assessments, you can:
- review them regularly to keep the work environment safe and healthy
- use internal communications so employees know they can ask for an assessment without being put at a disadvantage
- provide training and support for the people carrying out the assessments
In smaller organisations, line managers can carry out these assessments in a simple and cost-effective way. Larger organisations might want to use HR professionals to run a more detailed programme.
Action 6: Review policies and procedures
The aim of this action is to review your organisation’s current policies and procedures to find out if they are fit for purpose. These include:
- flexible working
- workplace adjustments
- leave provisions
You should involve employees with lived experience of menopause to identify any gaps. You may also want to consider creating a specific menopause policy if you do not have one.
Implementing this action
You may want to review and update your organisation’s policies on:
- flexible working hours – to help employees manage their symptoms and health needs
- working from home – so employees have more control over their environment
- access to private areas where employees can rest
- the organisation’s uniform, if there is one, to assess whether it might make employees experiencing menopause feel too hot or cause discomfort
- the temperature and ventilation of the workplace
- ergonomic furniture or equipment to improve comfort
To update these policies effectively, you can:
- run confidential consultations, surveys or focus groups to find gaps in your policies
- gather feedback on specific needs from employees who choose to share their health status
- consider challenges in your specific sector, such as shift patterns or uniforms
- try out changes with a small group first to refine your approach
- keep an open mind and avoid making assumptions about an employee’s condition
- make sure policies are flexible, as health and menopause symptoms often change
- set dates to regularly review your procedures in the future
As indicated above, this ‘Guide to the Government guidance’ is intended solely to give you an overview of the official expectations around Menopause Action Plans.
We encourage you to explore each dedicated Gov.uk webpage link to learn more about the specific content of each action – and to start thinking about how your organisation can plan to address it.
At Making Menopause Work, we’re all about normalising menopause in the workplace. One conversation at a time. So we’re always happy to talk about how we can help you and your teams.
If you have any questions or want to chat to us about how you’re getting on with planning for the introduction of your Menopause Action Plan, please do get in touch. We’re actively encouraging menopause champions to be involved in these conversations, and would love to hear from employers and senior management teams too.