Employers urged to prepare for mandatory menopause action plans

Employers are being urged to review their workplace menopause support ahead of new reporting requirements, amid concerns that many organisations remain unaware of their responsibilities under the Employment Rights Act 2025.

Employee benefits consultancy Everywhen has warned that businesses risk being unprepared for the introduction of mandatory menopause action plans, which are intended to strengthen workplace support for employees experiencing menopause.

Ahead of World Menopause Day on 18 October, the consultancy says employers should use the forthcoming requirements to assess whether their existing policies, manager training and wellbeing provision offer meaningful support.

Debra Clark, head of wellbeing at Everywhen, said: “In our conversations with clients, we have been surprised to observe just how many employers are completely unaware of the Menopause Action Plans that are part of the UK’s Employment Rights Act 2025. World Menopause Day is the perfect opportunity to highlight this obligation, along with the timings and requirements.”

The legislation introduces a framework for large employers with 250 or more employees to publish action plans setting out how they are addressing menopause-related workplace challenges and supporting gender equality.

The plans are designed to encourage organisations to move beyond standalone menopause policies and demonstrate the practical measures they are taking to create more supportive working environments.

Everywhen says these measures could include training line managers to recognise and respond appropriately to menopause-related concerns, providing access to occupational health advice and establishing employee support groups or networks.

Employers are also encouraged to consider workplace adjustments, assess relevant workplace risks and review existing policies and procedures to identify gaps in support.

Clark said: “An effective menopause action plan is more than just a basic policy statement. It should include working adjustments, training and culture, as well as health and wellbeing support.”

Although the statutory reporting framework is aimed at larger organisations, Everywhen argues that employers of all sizes should consider developing a menopause action plan.

This could involve reviewing the accessibility of existing employee benefits, identifying whether managers have sufficient training and ensuring employees can access appropriate health and wellbeing support without facing unnecessary barriers.

The consultancy also highlights the potential workforce benefits of a more structured approach, particularly in relation to retaining experienced employees, supporting attendance and creating an inclusive working culture.

Clark said: “Supporting employees through this pivotal phase is more than just a matter of health and wellbeing – it’s a cornerstone to building an inclusive culture and thriving workplace. Menopause support will be relevant to half the workforce at some stage in their lives and knowing that the company is menopause-friendly will be a big positive in the minds of current and future talent.”