Menopause support in the workplace: New UK employer requirement

Menopause Support in the Workplace: What employers need to know about the new equality action plan requirements

Menopause is increasingly recognised as an important workplace wellbeing issue, and new UK government requirements are set to place greater emphasis on how employers support employees throughout their working lives.

For organisations with 250 or more employees, the introduction of Equality Action Plans represents an important opportunity to review existing policies, strengthen workplace support and create a culture where employees feel comfortable discussing menopause and accessing the help they need.

At Hands On At Work, we believe that understanding employee needs and making wellbeing part of everyday working life are essential steps towards creating a more supportive workplace.

What are the new Equality Action Plan requirements?

Under the Employment Rights Act 2025, employers with 250 or more employees will be required to publish an Equality Action Plan, subject to the introduction of the relevant legislation and regulations. These plans are currently voluntary and are expected to become mandatory from spring 2027. They will be published alongside gender pay gap reporting.

The plans are intended to help organisations take practical steps to improve workplace gender equality by addressing two key areas:

• Reducing the organisation’s gender pay gap.

• Supporting employees experiencing menopause.

Employers will need to select at least two actions for their plan, including at least one focused on their gender pay gap and at least one specifically supporting employees experiencing menopause. Organisations are encouraged to consider additional actions where appropriate.

Although the requirements are aimed at larger employers, supporting employees experiencing menopause is an important consideration for businesses of every size.

Six ways employers can support employees experiencing menopause

Government guidance identifies six actions employers can choose from to strengthen menopause support in the workplace.

These include:

1. Train managers to support employees experiencing menopause

Providing managers with appropriate training can help them understand the potential impact of menopause, recognise when someone may need support and approach conversations with sensitivity and confidence.

2. Offer occupational health advice

Access to occupational health advice can help employees and employers explore suitable support and workplace adjustments.

3. Establish menopause support groups and networks

Creating opportunities for employees to share experiences and access information can help reduce stigma and encourage open conversations.

4. Offer workplace adjustments

Practical adjustments, such as flexible working arrangements, access to suitable facilities and comfortable working environments, may help employees manage symptoms at work.

5. Conduct a menopause risk assessment

Reviewing the working environment can help identify potential challenges and appropriate measures to support employee health, safety and wellbeing.

6. Review policies and procedures

Reviewing relevant workplace policies can help ensure that menopause is recognised and that employees understand the support available to them.

Employers should consider which actions are most relevant to their workforce and how they can measure their impact over time.

Looking beyond policies to everyday workplace wellbeing

Having a policy in place is an important starting point, but creating a genuinely supportive workplace involves more than meeting a requirement.

Employees need to feel comfortable asking for support, confident that their concerns will be taken seriously and aware of the options available to them.

Education and awareness can play an important role in achieving this. Workshops, webinars and manager training can help improve understanding, challenge misconceptions and encourage more open conversations about menopause and women’s health.

Employers can also review their working environments and consider practical changes that may improve comfort and wellbeing. The right approach will depend on individual needs, job roles and the organisation’s working arrangements.

By combining clear policies with education, communication and accessible wellbeing support, businesses can take meaningful steps towards creating a more inclusive working environment.

How Hands On At Work can support your menopause and wellbeing strategy

At Hands On At Work, we help organisations make employee wellbeing part of everyday working life through a range of workplace wellbeing services.

Our workshops, educational webinars and wellbeing sessions can complement your wider menopause and women’s health strategy by helping raise awareness, encourage conversations and provide employees with practical information to support their wellbeing.

We also offer workplace massage, reflexology and other wellbeing experiences that give employees an opportunity to take time for themselves during the working day.

Our services can form part of a broader approach to employee wellbeing, alongside appropriate policies, workplace adjustments, occupational health support and manager training.

Whether your organisation is beginning to develop its menopause strategy or reviewing existing provision, we can help you explore ways to make wellbeing more accessible to your people.

Start preparing for the changes

With mandatory Equality Action Plans expected from spring 2027, now is a useful time for eligible employers to review their current approach, identify areas for improvement and consider which actions will make a meaningful difference to their employees.

World Menopause Day provided an opportunity to raise awareness, encourage open conversations and review how your organisation supports employees through every stage of their working lives.

Would you like to find out more about menopause and women’s health support for your workplace?

Hands On At Work has a concise, one page overview outlining support options for organisations.

To request a copy, email chantall@handsonatwork.co.uk.

Supporting your people starts with understanding their needs and taking practical steps to help them feel valued, supported and able to thrive at work.