Lack of Employer Knowledge of Mandatory Menopause Action Plans

– World Menopause Awareness Day, Sunday 18 October 2026 –

This Sunday, 18 October, is World Menopause Day and the health and wellbeing experts at Everywhen are taking the opportunity to highlight forthcoming legislation on what employers should be doing to support employees through the menopause.

Debra Clark, head of wellbeing at Everywhen, says: “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 UK’s Employment Rights Act 2025 and subsequent guidance require employers with 250+ employees to publish Menopause Action Plans alongside their gender pay gap reporting. These plans are currently in a voluntary phase but are expected to become mandatory in Spring 2027. Large employers must outline the practical steps and evidence-based actions they are taking to support employees experiencing the menopause

Recommended actions include the following for employees experiencing menopause:

• Train managers to support employees
• Offer occupational health advice
• Set up menopause support groups and networks
• Offer workplace adjustments
• Conduct a menopause risk assessment for the workplace
• Review policies and procedures

Companies may need guidance or help with some of these areas, and employee benefits experts can assist with areas, such as understanding and meeting the regulations, training line managers and reviewing policies.  

Debra Clark explains:

“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.”

While the legislation is for companies of 250+ employees, a Menopause Action Plan is still best practice for companies of any size. Everywhen suggests employers use this as an opportunity to identify any gaps in their approach and support, and to look at how best to fill them.

Having become Menopause Friendly Accredited in 2025, Everywhen has practical as well as theoretical experience in implementing workplace menopause strategies. This external mark of excellence, governed by an independent panel of experts, recognises the organisation’s dedication to creating an inclusive workplace and offering strong support for employees experiencing menopause and perimenopause. Supporting menopause can have great benefits for the business, as well as helping them to support employees, as having such strategies in place can aid recruitment and retention and help to keep experienced employees healthy, happy and at work.  

Debra Clark says:

“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.”

Everywhen is offering employers a free guide – Support Employees Through the Menopause, which is available to download: menopauseplus-employer-guide.pdf