Big changes are happening in the workplace and for the first time menopause is being recognised at a legal level.
Under the Employment Rights Act 2025 the government is introducing new requirements for larger employers (those with 250 or more employees) to take clear and measurable action to support women’s health at work including menopause.
From April 2026 organisations will be able to voluntarily publish Equality Action Plans outlining how they are supporting employees and addressing issues like the gender pay gap and menopause.
However this is just the beginning as from 2027 these action plans are expected to become mandatory meaning large employers will be legally required to publish what they are doing – and be held accountable for it.
This is a significant shift. Menopause is no longer being seen as something individuals should manage quietly — it is now recognised as a workplace responsibility.
Employers will need to clearly demonstrate how they are:
- Supporting employees experiencing menopause
- Creating inclusive and understanding workplace cultures
- Taking action to improve wellbeing and retention
These plans are expected to include practical steps such as manager training, flexible working options, and creating safe spaces for open conversations.
Why this matters
For many women, menopause symptoms can have a real impact on daily life and work — from sleep disruption and brain fog to anxiety and confidence.
This new legislation is a positive step forward. It:
- Brings menopause into the open
- Encourages better understanding and support
- Holds organisations accountable for change
Importantly, once published, these plans will be publicly available meaning organisations will need to move beyond awareness and into real, meaningful action.
At Menopaus’ull, this is exactly the kind of change we’ve been advocating for.
We know that real impact comes from:
- Open, honest conversations
- Education and awareness
- Creating safe, supportive spaces
As more employers begin to develop their action plans, there is a growing opportunity to work together through supporting staff, shaping culture, and making menopause something that is understood, not overlooked.
Looking ahead
While the legal requirement doesn’t fully come into force until 2027, the message is clear: the time to act is now.
For employers, this is about preparation.
For employees, it’s about visibility and support.
And for all of us, it’s a step towards workplaces that truly understand women’s health.
Read more about the changes here Offer workplace adjustments for employees experiencing menopause – GOV.UK
