The Future of UK Menopause Employment Law: What the New Menopause Action Plan Means for Employers
Menopause in the workplace is no longer a fringe conversation — it’s fast becoming a legal, strategic, and cultural priority.
Following a major review by the Department for Work and Pensions (DWP), the UK Government has confirmed new employment law changes that will fundamentally reshape how organisations support employees affected by menopause.
At the heart of this shift is a new requirement: Menopause Action Plans.
These changes are expected to come into force from 2026, with mandatory compliance from 2027 — and they mark a significant step forward in recognising menopause as a critical workplace issue.
So what does this mean for employers, HR teams, and leaders right now?
Let’s break it down.
Why Menopause Has Moved Up the Employment Law Agenda
The DWP review set out to answer some essential questions:
What impact does menopause really have on women at work?
What support are employers currently offering — and does it actually work?
What is the cost to the UK economy when women reduce hours or leave work due to unmanaged menopause symptoms?
Where are the gaps in research and workplace practice?
The findings were clear and compelling.
Menopause symptoms — including brain fog, anxiety, fatigue, hot flushes, and sleep disruption — can significantly affect performance, confidence, and wellbeing at work. Without adequate support, many experienced women leave roles at the peak of their careers.
This has real consequences:
Loss of talent and leadership
Increased recruitment and training costs
Reduced productivity
Increased legal and reputational risk
As a result, menopause has now been formally recognised within the UK’s evolving employment law framework.
What New UK Menopause Legislation Is Coming in 2026?
The Employment Rights Bill is now the Employment Rights Act 2025. It was updated following the DWP review and granted Royal Assent on 18 December 2025, introducing a major new requirement for employers.
Menopause Action Plans: A Legal Requirement
Under the new legislation:
Employers with 250+ employees will be required to produce and publish a Menopause Action Plan
Voluntary compliance is expected from April 2026
Mandatory compliance will follow in 2027
This commitment originated in the Labour Party manifesto and has now become law.
The aim is simple but powerful:
To reduce the barriers that push women out of work during midlife and retain skilled, experienced employees.
What Is a Menopause Action Plan?
A Menopause Action Plan is not a tick-box exercise or a generic policy document.
It is expected to be a practical, tailored, and measurable plan that clearly sets out how an organisation supports employees affected by menopause.
Likely Requirements Include:
Clear leadership accountability for menopause support
Practical workplace adjustments, such as:
Flexible working hours
Temperature control and access to cooling
Quiet, private, comfortable rest spaces
Access to information, resources, and support pathways
Menopause workplace training for managers and leaders
Monitoring and reporting on outcomes
Organisations will be expected to:
Review retention data, particularly for women aged 45–55
Gather feedback via anonymous employee surveys
Set clear, measurable goals, for example:
“100% of managers to complete menopause awareness training by December 2026”
Publish progress annually on their company website
Why Menopause Workplace Training Is Essential
One of the most critical elements of a successful Menopause Action Plan is training.
Managers often want to support employees — but lack the knowledge, language, or confidence to do so effectively.
High-quality menopause workplace training helps organisations:
Build awareness and empathy
Reduce stigma and silence
Equip managers to have supportive, lawful conversations
Understand reasonable adjustments
Reduce performance management and grievance issues
Improve retention and engagement
Without training, even the best-written action plan risks failing in practice.
Understanding the Legal Risk for Employers
Even before the new legislation comes into force, employers already have legal responsibilities.
Failing to support menopausal employees may expose organisations to claims under:
The Equality Act 2010
The Employment Rights Act
The Health and Safety at Work Act 1974
Menopause symptoms may meet the definition of a disability under the Equality Act — something already recognised in case law, including Davies v Scottish Courts and Tribunals Service.
This means employers have a duty to make reasonable adjustments and to protect employees from discrimination and unfair treatment.
While Menopause Action Plans will initially apply to large employers, guidance is expected for smaller organisations, and expectations around good practice will rise across all sectors.
What Should Employers Be Doing Now?
The direction of travel is very clear.
Menopause support at work is no longer a “nice to have”. It is becoming a legal, operational, and cultural necessity.
Forward-thinking organisations are already:
Auditing existing policies and practices
Introducing menopause workplace training
Talking openly about menopause at leadership level
Embedding menopause into wellbeing, DEI, and health & safety strategies
Preparing for future reporting requirements
Acting now allows employers to:
Stay ahead of legislation
Reduce legal risk
Improve retention of experienced employees
Strengthen their employer brand
Create genuinely inclusive workplaces
Final Thoughts: Menopause Support Is the Future of Good Work
The introduction of Menopause Action Plans represents a pivotal moment in UK employment law.
It sends a clear message:
Supporting employees through menopause is not optional — it’s essential.
Organisations that invest now in menopause awareness, training, and practical support will not only be better prepared for 2026 and beyond — they will build healthier, more resilient, and more inclusive workplaces.
And that’s a positive pause worth taking.
January 2026
