We offer support across almost every aspect of the full scope of the 6 specific action areas covered by soon-to-be-mandatory Menopause Action Plans in the workplace.
Learn more about what this means for you and your organisation.
From spring 2027, it is expected that all organisations with more than 250 employees will be legally required to have a Menopause Action Plan in place.
Until then, taking the appropriate steps towards compliance with this aspect of the Employment Rights Bill is voluntary. But many organisations are looking to get ahead and get the groundwork in place.
In early 2026, the Government published its guidance on Menopause Action Plans (MAPs) and the 6 specific action areas they cover to help employers get ready for the new requirements. You can read more about this here.
According to analysis by the Government’s Office for Equality and Opportunity, around 40% of economic growth between 2000-2022 came from increased female employment – and a 5% increase in female employment could boost UK GDP by up to £125bn every year.
However, menopause symptoms are pushing women out of the workforce entirely and undermining productivity, confidence and progression among those who choose to stay in employment.
A 2026 research study by Benenden Health found that over 80% of women experience menopausal symptoms during the working day and 28% of women say they are considering leaving work due to their symptoms.
At Making Menopause Work, we help companies and organisations retain female employees’ skills and talent, and not lose them due to simply not having adequate menopause support in place.
While it’s important to acknowledge the impact the new legislation will have in this regard, the real difference happens on the ground – in the everyday interactions and conversations that give everyemployee the confidence to speak up about the support they and/or their colleagues might need.
At MMW, we can offer support across almost every aspect of the full scope of the specific action areas covered by new Menopause Action Plans.
This includes senior leadership team, manager and employee awareness training to increase menopause confidence at all levels in organisations – with plenty of information on appropriate workplace adjustments, exploring what they look like for your sector and ensuring they reflect the culture and nature of your business.
We can help you set up menopause support groups and networks too. The influence of menopause champions (and the MMW Menopause Champion Network) is key here in being the face of menopause in your organisation and ensuring confidence continues to grow by enabling regular inputs, one–to–one conversations and advocacy. This is the ongoing work that creates a cultural shift.
MMW is also able to help you review policy and procedures, as well as Risk Assessments, to ensure they meet the needs of employees experiencing menopause.
For more information on each of these areas of expertise, please see our Services page.
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.
At Making Menopause Work, we’re all about building confidence and 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.
Raise awareness with all employees so everyone feels confident to have open and honest workplace conversations.
Champions will keep the menopause momentum going by being a principal point of contact, leading conversations and signposting within your organisation.
Masterclasses broaden and deepen knowledge and understanding in many different areas associated with menopause.