Menopause & Employment Rights Act
Under the UK's Employment Rights Act 2025, large employers (250+ employees) will soon be required to publish a Menopause Action Plan alongside their gender pay gap reporting.
From April 2026, UK employers could publish this voluntarily. From spring 2027, it's to become a legal requirement across the UK.
This isn't just a 'look we take care of our employees' policy on paper, it's a documented, evidenced plan showing exactly what you're doing to support employees through menopause, including at least one clear, active measure as part of your wider equality commitments under UK employment law.
Menopause-related discrimination is already covered under the Equality Act 2010, employees experiencing menopause symptoms can be protected under provisions relating to sex, age, and disability discrimination. UK employers already have legal obligations today, regardless of the upcoming Action Plan requirement.
What this means for UK businesses:
-Menopause support is moving from "nice to have" to a compliance requirement under UK legislation
-Existing duties under the Equality Act 2010 already apply — this isn't a future problem, it's a current one
-UK employers will need to show real, practical action — not just good intentions
-Getting ahead of this now reduces risk and builds a genuinely supportive workplace culture
You don't have to figure this out alone or wait until the deadline. Menopause is complex and very individual which means all organisations are different.
I offer a full Menopause Action Plan audit, current policy audit alongside tailored training for leaders and menopause champions (CPD Accredited).
Audit starting from £797.
CPD Menopause Champion training from £397
Claim 20% as a SWIB member.
How to claim this offer
Only members can claim our offers. If you're already a member, you need to sign in first. If you aren't a member yet, you can join SWIB here.
