Our toolkit for making a Menopause Action Plan

A Menopause Action Plan is a practical framework that outlines how your organisation supports employees experiencing menopause in their everyday working lives.

These plans must set out the steps an employer is taking to support women in the workplace during menopause.

Although there is no formal guidance yet on what Menopause Action Plans will include, it will most likely cover areas such as:

Communication and culture – encouraging open dialogue, reducing stigma, and embedding menopause awareness into wider equality, diversity, and inclusion strategies.

Menopause policy and guidance – providing practical guidance for managers and employees.

Training and awareness – ensuring managers and employees understand the impact of menopause on health, wellbeing, and performance.

Practical, reasonable workplace adjustments – setting out reasonable adjustments, such as flexible working arrangements, access to wellbeing resources, or adjustments to uniforms and workplace environments.

All UK organisations with over 250 employees will be required to publish a Menopause Action Plan.

There will be a phased rollout with voluntary reporting beginning in April 2026, with mandatory reporting expected by Spring 2027.

Smaller organisations will be encouraged to adopt one proactively.

That entirely depends on the size of your organisation. You will need to allow for a step-by-step rollout at a pace that works for you, typically spanning 3-12 months.

Women experiencing perimenopause or menopause may face over 40 possible symptoms, which can significantly affect attendance, productivity, and overall wellbeing. However, when the right support is in place, employees can continue performing and thriving at work.

The benefits are clear: higher retention, stronger engagement, improved wellbeing, and a reputation as a truly inclusive employer.