Written by Heidi Wadsworth | 10th March 2026
Of 33 million working people in the UK, nearly six million are experiencing menopause. That’s a huge number, and it’s something employers can no longer afford to ignore.
From April 2027, the Employment Rights Act will mean that employers with 250 or more employees have a legal obligation to publish the steps they are taking to support women through menopause. But menopause affects every workplace, and even small businesses should be thinking about this now.
Supporting women through this stage of life can help improve retention, reduce sickness absence, strengthen company culture, and make your workplace more attractive to new talent. There’s no reason to wait for the law to force you to act.
The reality of menopause at work
Menopause doesn’t only happen to “older women”, it can start in the 30s or earlier, and for some people, symptoms can last for years or even decades. A report from the Fawcett Society, one of the UK’s leading charities campaigning for gender equality and women’s rights, found nine out of ten women experience symptoms, and nearly half say it affects their ability to work. One in ten end up leaving their jobs because of it. That’s a huge loss of expertise, experience, and knowledge.
Yet, many workplaces are still failing to support their employees. A survey by the CIPD of 2,000 women aged between 40 and 60 found that only about a quarter knew their employer had a menopause policy or any support in place. It’s hardly surprising that many women suffer in silence, worried about the stigma around talking about it. The new legislation is a step towards changing that, helping women feel supported and valued at work.
The Employment Rights Act and Menopause Action Plans
The Employment Rights Act, coming into effect in April 2026, is set to be one of the biggest shifts in employment law for years. For organisations with 250 or more employees, it’s time to get ready because, from April 2027, publishing a Menopause Action Plan will be mandatory.
We don’t yet know exactly what a Menopause Action Plan must include, but it’s clear that it can’t just be a single training session or a policy tucked in a handbook. A strong plan will raise awareness at every level, make sure managers feel confident supporting their teams, and consider the practicalities of the workplace. That might mean reviewing role structures, looking at flexible working options, or checking how the office environment can help or hinder someone going through menopause.
Employers already have duties under the Equality Act 2010 and the Health and Safety at Work Act 1974 to ensure fair treatment and safeguard wellbeing. The EHRC’s 2024 guidance is also a reminder that if menopause symptoms have a long-term impact on someone’s life, they could be considered a disability, which means reasonable adjustments must be made. This should be an eye opener for all employers, no matter the size of your business.
Why this is more than a compliance exercise
Going through menopause is challenging – people can experience hot flushes, brain fog, anxiety, low mood, loss of confidence and many more, sometimes debilitating, symptoms. That can affect not just a woman’s performance at work but their whole life. Supporting employees through this will help them stay well, stay in their roles, and feel comfortable doing so.
Taking menopause seriously shows your employees, and to anyone considering joining your business, that you care about your people. Companies that get this right are the ones people want to work for. And it’s simply the right thing to do – for your employees and for your business.
What good support looks like
A good starting point is a menopause policy. It should make it clear that menopause is taken seriously and is recognised as a key health and wellbeing issue. The policy should explain what menopause is and who it affects, including women and people from transgender, non-binary, and intersex communities. It should also make clear that symptoms can vary and flare up over time.
The policy should explain what support is available, which might include flexible working and practical workplace adjustments, like being able to take rest breaks, adapt uniforms, or adjust heating and air conditioning. It’s also important that menopause-related absences are treated fairly and not counted against general sickness records, because penalising someone for needing time off due to menopause could be discriminatory.
Training is another vital part, because managers need to feel confident having sensitive conversations and be able to signpost employees to internal and external support (e.g. charities, groups or private healthcare options). You might find it helpful to have a dedicated person or ‘menopause champion’ that employees can turn to. The important thing is, training shouldn’t stop at managers – everyone should have some understanding, so that taboos and misunderstandings can be broken down across the workplace.
Finally, there’s the Menopause Action Plan. This is about putting your policy into practice and changing workplace culture. A strong plan will set out who’s responsible, what support is available, how managers are trained and when, what practical adjustments can and will be made, and how employees can access health and wellbeing support. It’s a clear commitment to supporting employees and showing them they are valued.
See our webinar below where we cover everything you need to know about the new requirements. We’ll help you review your current practices, show you how to create a menopause policy and action plan, and explain how to implement training that works.
Watch the recording here
If you want to explore what support would work best for your team, get in touch with your consultant, email info@realityhr.co.uk, or call 01256 328428.
About the author: Heidi Wadsworth, Head of Learning & Development | New Business Lead
Heidi takes a hands-on, pragmatic approach to learning and development and new business , working directly with clients to understand their unique challenges, culture, and environment. She combines her extensive cross sector experience in hospitality, retail, and manufacturing with a practical understanding of what works in real workplace situations.
Heidi’s strength lies in her ability to see the bigger picture while managing the practical details. She ensures every training programme empowers delegates to achieve excellence in their roles, creating lasting change that benefits both individuals and the organisation.