Menopause at work: Let’s lead the change

This World Menopause Day marks a turning point. Parliament is on the cusp of passing landmark legislation which, for the first time, formally recognises the impact of menopause in the workplace—and the responsibility employers have to support those affected. 

Under the new Employment Rights Bill, large employers with 250+ employees will be legally required to publish “menopause action plans” as part of broader equality action plans. This is more than symbolic: it’s a call to action.

Although formal guidance has not yet been produced, we expect such plans will need to be detailed with specific, realistic and measurable support strategies. 

This legal duty is not expected to come into force until 2027. However, employers are encouraged to voluntarily comply before then – and there are compelling reasons for doing so. 

Menopause symptoms can be debilitating, affecting performance, attendance, and wellbeing. Recent data shows that 1 in 10 employees experiencing menopause have left their jobs due to the impact of their symptoms. With more older workers in employment than ever before, losing experienced talent comes at a high cost—both financially and operationally.

There’s also a growing legal risk. Employment tribunals are increasingly recognising that menopausal symptoms can amount to a disability under the Equality Act. Claims are rising, and employers who fail to act could find themselves exposed.

The business case is clear. The legal case is growing. The wellbeing benefits are profound. 

So what steps can an employer take to support menopausal employees at work? 

1. Don’t wait. Plan ahead and implement your menopause action plan now. This could include a review of policies, such as performance and attendance policies, to ensure the impact of menopausal symptoms is reflected. You could also create your own menopause policy detailing measures you are taking to provide support and available adjustments (such as working from home or flexi-hours). 
2. Start open discussions. Encourage open dialogue within your workforce. It can take time to change an organisation’s culture - so start now in promoting menopause as an open topic for discussion. 
3. Train line managers. Train managers on how to start conversations about menopause and suitable adjustments which could provide support. This can make all the difference to those struggling with menopausal symptoms. 
4. Designated spaces and support groups. Create quiet wellbeing spaces for those struggling with symptoms and establish support groups or Menopause Champions so employees can share their experiences. 
5. Become Menopause Friendly Accredited. Foster an inclusive culture and put in place the right support for colleagues affected by menopause.   To achieve The Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in six key areas: culture, policies and practices, training, engagement, working environment and evidencing next steps.

If your organisation would benefit from discussing these steps further, please get in touch with Jog Hundle, Rebecca Harker-Smith or your usual Mills & Reeve employment contact. 

Employment partner, Jog Hundle, sits as a member of the Menopause Friendly Accreditation Panel whose aim is to recognise excellence in supporting menopause in the workplace.