Menopause Action Plans: The Legal Turning Point UK Employers Can’t Ignore

This summer marks a watershed moment in workplace equality: the UK Government’s Employment Rights Bill will make Menopause Action Plans mandatory for businesses with more than 250 employees by 2027 (voluntary from April 2026).

Why this matters for business

This isn’t just another HR policy. It’s a legal, cultural, and economic turning point.

• Legal compliance: By 2027, menopause support will be a legal requirement. Failing to act will leave organisations exposed.

• Retention & cost: Around 10% of women leave the workforce due to unmanaged symptoms, costing businesses around £30,000 per person to replace.

• Reputation & culture: Organisations that act early are already seeing benefits in inclusion, retention, and staff wellbeing.

This is a chance for employers to get ahead and make meaningful, lasting change.

What should a Menopause Action Plan include?

While government guidance is still developing, best practice suggests:

• A clear menopause policy or guidance linked to equality and wellbeing strategies.

• Manager and staff training to build awareness and confidence.

• Practical workplace adjustments (uniforms, environment, flexibility).

• Menopause champions and accessible resources.

• Ongoing communication and cultural reinforcement.

• Monitoring and reporting to track progress.

How to Get Ready Now

This is where many HR leaders feel stuck; they know action is needed, but aren’t sure where to start or how to get buy-in.

Get in touch via our Contact Us page to book a free 30min consultation, where we will guide you to get Menopause Action Plan ready.