Government Releases New Menopause Action Plan Guidance for Employers.

The government has released new guidance for employers on creating action plans to reduce the gender pay gap and support employees experiencing menopause.

Published on 4 March 2026, the guidance signals an important shift in how menopause support is being positioned within workplace strategy.

For employers, especially larger organisations, this is a significant development.

From April 2026, employers with 250 or more employees will have the option to produce and publish a voluntary action plan alongside their gender pay gap data. These action plans are expected to become mandatory from spring 2027, subject to secondary legislation.

What is the purpose of the action plan?

According to the guidance, action plans are designed to help employers take effective action to improve workplace gender equality. They are intended to show the steps an organisation is taking to:

• reduce its gender pay gap

• support employees experiencing menopause

This is an important step because it connects menopause support directly with broader equality and workforce outcomes, rather than treating it as a standalone wellbeing issue.

What does the guidance say about menopause?

The guidance makes clear that employers must choose at least one action to support employees experiencing menopause as part of their plan. It also notes that this includes perimenopause and postmenopause.

The government has also published a list of recommended, evidence-informed actions employers can consider. In relation to menopause, these include:

• training managers to support employees experiencing menopause

• offering occupational health advice

• setting up menopause support groups and networks

• offering workplace adjustments

• conducting a menopause risk assessment

• reviewing policies and procedures to meet the needs of employees experiencing menopause

These are practical, tangible measures. They move the conversation away from awareness alone and towards implementation.

Why this matters for employers

For many organisations, menopause support has already started to gain traction. There may be internal conversations happening, policies being drafted, or awareness sessions already delivered.

However, the new guidance raises expectations.

It suggests that employers should be able to demonstrate what action they are taking, why they have chosen those actions, and how they will track progress over time. The guidance also encourages organisations to go beyond the minimum where possible and to focus on meaningful, long-lasting change.

That matters for several reasons.

First, it gives menopause support greater visibility and legitimacy within organisational planning.

Second, it places more emphasis on leadership accountability and implementation.

Third, it creates an opportunity for employers to take a proactive approach now, while the 2026 to 2027 year is still voluntary.

What else does the guidance highlight?

The guidance stresses that action plans are more likely to succeed when there is organisation-wide support. Senior leaders need to sign off the chosen actions, and managers are described as playing a crucial role in implementation. It also recommends training for senior leaders and managers to improve confidence in handling these topics.

The guidance also encourages employers to gather employee feedback and involve stakeholder groups such as unions, employee networks, and HR or people teams when developing their plan.

Importantly, it advises employers to consider how menopause may intersect with other characteristics and circumstances, including disability status, ethnicity and socioeconomic background.

What should organisations be doing now?

This is a good time for employers to review where they currently are.

Questions worth asking include:

• Do we have a clear and consistent approach to menopause support?

• Are managers equipped to have supportive, informed conversations?

• Do our policies and procedures reflect employee needs?

• Have we considered practical workplace adjustments?

• Are we ready to create an action plan that is specific, measurable and meaningful?

With International Women’s Day approaching this Sunday, this is also a powerful moment to move beyond statements of support and focus on action.

How Menospace can help

At Menospace, I help organisations prepare for exactly this kind of shift.

That includes:

• menopause awareness training

• line manager training

• menopause champion training

• policy and framework support

• practical menopause action planning

If your organisation wants to understand what the new guidance means and how to become menopause action plan ready, book a chat with me to explore the next steps.