If you’ve heard that “menopause action plans” are becoming a legal requirement, the reality is a little more nuanced — and getting the detail right matters. Here’s a plain-English guide to what’s actually changing, who it affects, and what to do now.
Is there really a “menopause action plan law”?
Not quite as a standalone. Specifically, the requirement sits inside the Equality Action Plan introduced by the Employment Rights Act 2025. Employers with 250 or more staff will publish a single plan covering two things: how they’re reducing their gender pay gap, and how they support employees experiencing menopause. As a result, “menopause action plan“ is really shorthand for the menopause half of a broader equality plan.
Who’s covered, and when?
- Employers with 250 or more employees
- Published through the gender pay gap service, alongside your gender pay gap data
- Voluntary for the 2026/27 reporting year — the government frames this as a practice run
- Expected to become mandatory from spring 2027, subject to secondary legislation
- You must choose at least one gender-pay-gap action and at least one menopause action
The six recommended menopause actions:
The government provides a list of recommended, evidence-informed menopause actions. Specifically, employers choose at least one — though more is encouraged:
1. Train managers
2. Offer occupational health advice
3. Offer workplace adjustments
4. Conduct a menopause risk assessment
5. Set up menopause support groups and networks
6. Review policies and procedures
Why this matters beyond compliance:
The case for action is strong on its own terms. Specifically:
- Around 13 million people in the UK are peri- or post-menopausal (ONS, 2023)
- Three in four experience symptoms and one in four find them severe (NICE NG23)
- One in ten have left a job because of symptoms and 67% say menopause has had a negative impact on their work (Fawcett Society & Channel 4, 2022; CIPD, 2023)
Furthermore, with people over 50 the fastest-growing part of the workforce, this is a retention and performance issue. As a result, in Rooney v Leicester City Council (EAT, 2021), menopause symptoms were confirmed as potentially amounting to a disability under the Equality Act 2010 — so reasonable adjustments already carry legal weight.
Where to start: a practical first 90 days
You don’t need everything at once. Specifically, a credible start looks like this:
- Month 1 — Menopause Awareness for all employees
- Month 2 — Menopause Manager training
- Month 3 — Practical support and 1:1 GP access
Then embed it into your ongoing wellbeing and inclusion work. Furthermore, our menopause action plan for employers page sets out the full programme.
Common questions
What exactly is the Equality Action Plan?
It’s a single plan that employers with 250+ staff publish through the gender pay gap service, covering two things: how they’re reducing their gender pay gap and how they support employees experiencing menopause. Specifically, the menopause action plan isn’t a separate document — it’s the menopause half of this broader plan.
Is it actually law yet?
Not yet mandatory. Specifically, it’s voluntary for the 2026/27 reporting year — a practice run — and expected to become mandatory from spring 2027, subject to secondary legislation. As a result, employers preparing now will be ready when it becomes mandatory.
How many menopause actions do we have to commit to?
At least one from the recommended list of six, though more is encouraged. Specifically, training managers comes first on the list because it has the biggest evidence base behind it.
What if menopause symptoms count as a disability?
In the 2021 Rooney v Leicester City Council case, the Employment Appeal Tribunal confirmed menopause symptoms can amount to a disability under the Equality Act 2010. As a result, reasonable adjustments are already a legal requirement in many cases — even without the new Equality Action Plan. Therefore, policy wording alone isn’t enough; you need a live, demonstrable process.
Who delivers Stretching the City’s menopause programmes?
All our menopause sessions are led by Dr Lucie Ormerod, a UK GP with 20+ years’ experience and the British Menopause Society (BMS) Certificate in the Management of the Menopause. As a result, the clinical content is grounded in current evidence rather than generic wellness framing.
Where do I start if I’m new to all this?
Download our free Menopause Action Plan Toolkit — a 20-point readiness checklist, the questions HR leaders are asking, a 90-day starter plan and an action-plan template outline. Specifically, all reviewed by Dr Lucie. As a result, it’s the fastest way to know where you stand and what to do first.
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