Menopause has moved from a wellbeing “nice-to-have” to a workplace responsibility — and soon, a published commitment. Our GP-led 90-day programme delivers the menopause actions the government recommends, ready for the 2027 legislation.
What the law actually requires:
Under the Employment Rights Act 2025, employers with 250 or more staff will publish an Equality Action Plan setting out how they’re closing their gender pay gap and how they’re supporting employees experiencing menopause. Specifically, you publish it alongside your gender pay gap data. It’s voluntary for the 2026/27 reporting year — the government calls this a practice run — and expected to become mandatory from spring 2027, subject to secondary legislation. Furthermore, you must choose at least one menopause action from the government’s recommended list.
There’s also a legal backdrop. In Rooney v Leicester City Council (EAT, 2021), the Employment Appeal Tribunal confirmed menopause symptoms can amount to a disability under the Equality Act 2010 — which means reasonable adjustments are not optional. As a result, policy wording alone isn’t enough; you need a live, demonstrable process and managers confident enough to apply it.
The six recommended actions — and how we deliver them:
| Government-recommended Menopause Action | How Stretching the City helps |
|---|---|
| Train managers to support employees experiencing menopause | Menopause Training for Managers & Menopause Training for HR Teams |
| Offer occupational health / clinical advice | 1:1 GP consultations with Dr Lucie |
| Offer workplace adjustments | Manager & HR training on agreeing and applying adjustments |
| Set up support groups and networks | Menopause awareness training, panels and fireside chats |
| Conduct a menopause risk assessment | Readiness audit and self-assessment checklist |
| Review policies and procedures | We inform the content; your HR/legal team owns the wording |
Our four-pillar model
2. Manager capability
Confidence to recognise, open the conversation and act, through menopause training for managers and menopause training for HR teams
Your first 90 days:
Month 1 — Equip HR, then raise awareness. Start with Menopause Training for HR Teams so your People team understands the Equality Action Plan, chooses its actions and can sponsor the rollout credibly. Then run all-employee Menopause awareness for all employees (and, optionally, Menopause Awareness for Men).
Month 2 — Menopause Manager training.
Then by Month 3 — Practical support, 1:1 GP access and a panel / fireside chat event.
Beyond 90 days, the organisations that see the biggest impact embed menopause into their ongoing wellbeing, inclusion and leadership rhythms — using moments like World Menopause Day (18 October) to revisit and re-engage.
Where we lead (and where we don’t)
We lead on the delivery that makes a plan real: training, manager capability, awareness and clinical access. Specifically, your legal and HR teams own the policy wording and governance — and we give them accurate, GP-backed content to do it well. As a result, that keeps you in control and your plan credible. organisations to:
- Identify gaps in current workplace support
- Build manager capability and confidence
- Retain experienced talent during mid-career stages
- Demonstrate commitment to workplace inclusion and wellbeing
Early preparation also allows organisations to develop policies and practices that are meaningful rather than reactive.
Menopause Champions: Building your internal support network
The government’s Equality Action Plan recommends “setting up menopause
support groups and networks.” Menopause Champions are the engine of
that network — trained volunteer advocates from across your organisation
(any gender, any role) who become the friendly point of contact for
menopause conversations, signposting, and keeping the topic alive day
to day.
Think of them as the menopause equivalent of Mental Health First Aiders:
not therapists, not managers — just trained, credible, empathetic
colleagues who make a real difference.
Our Menopause Awareness Training + Menopause Training for Managers
combined creates the foundation for a Champions cohort. Book a discovery
call to scope how a Champions programme could work for your organisation.
Why Stretching the City
- GP-led clinical credibility — sessions delivered by Dr Lucie Ormerod (BMS-qualified), so your people get accurate medical information, not wellness platitudes
- A programme, not a one-off — we build 90-day rollouts so behaviour change actually sticks
- Trusted by major UK employers — DBS, Latham & Watkins, char.gy, Takeda and The Open University
Free Menopause Action Plan Toolkit
Not sure where you stand? Specifically, download our free toolkit — a 20-point readiness checklist, the questions HR leaders are asking, a 90-day starter plan and an action-plan template outline, all reviewed by Dr Lucie.
Client’s we’ve supported with Menopause at Work training:
The way the trainer spoke was like having a conversation with one of those good friends….you know the ones that can make sense of something you’re unable to and who always leave you feeling better. I found myself nodding at a lot, having a little cry, but most of all it left me feeling very positive.
WE had such a great session. The trainer was fantastic and we all took away so much information.
I am now more aware as a manager on how to advise anyone in my team experiencing the menopause or anyone else who relates to this topic.
Build Your Menopause Action Plan
If your organisation is exploring menopause workplace policies or preparing for future menopause action plan requirements, we would be happy to support you.
Contact us to discuss menopause training, leadership sessions or workplace wellbeing programmes.
Menopause Action Plan for Workplaces: FAQs
About the Equality Action Plan
Is the menopause action plan mandatory or voluntary?
Specifically, it’s voluntary for the 2026/27 reporting year — the government calls this a practice run — and is expected to become mandatory from spring 2027, subject to secondary legislation. As a result, organisations that prepare now will be ready when it becomes mandatory rather than scrambling at the deadline.
Which employers does this apply to?
Employers with 250 or more employees. As a result, the same threshold as gender pay gap reporting — and the Equality Action Plan is published alongside gender pay gap data through the same service.
What the programme includes
How many menopause actions do we have to commit to?
You must choose at least one menopause action from the government’s recommended list, though more is encouraged. Specifically, the recommended actions are: train managers, offer occupational health/clinical advice, offer workplace adjustments, set up support groups, conduct a menopause risk assessment, and review policies and procedures. As a result, our 90-day programme delivers across multiple actions simultaneously.
Does the programme include policy wording?
No — policy wording stays with your legal and HR teams, who own governance. Specifically, what we deliver is the accurate, GP-backed clinical and workplace content that makes policy real. As a result, your HR team leaves with the substance they need to write or refine policy with credibility.
Cost, duration and next steps
What does the 90-day programme cost?
Programme pricing depends on workforce size, the specific actions you commit to, and the format mix (in-person vs virtual). Specifically, programme bookings are priced more favourably than booking individual workshops one-by-one. Book a discovery call and we’ll send a clear quote within 48 hours.
Can we extend the programme beyond 90 days?
Yes — and the organisations that see the biggest impact do exactly this. Specifically, beyond the initial 90 days we embed menopause support into your ongoing wellbeing, inclusion and leadership rhythms — using moments like World Menopause Day (18 October) to revisit and re-engage each year.
Explore the offerings that make up our Menopause Action Plan
Menopause Awareness Training
The whole team session that most clients book. GP-led menopause awareness training that gives your whole team a shared, accurate understanding of menopause — so symptoms are recognised, stigma fades, and people feel able to ask for support long before they reach breaking point.
Menopause Training for Managers
The dedicated manager-only workshop on menopause. The government’s #1 recommended action under the Employment Rights Act 2025 — practical confidence for line managers on conversations, adjustments and support. GP-led by a BMS-qualified UK GP. Most clients book it alongside whole-team awareness training.
Menopause Training for HR Teams
AUDIENCE: HR & People teams · Equality Action Plan readiness · 2027 strategic preparation · DEI leads
A 60-minute GP-led session built specifically for HR and People professionals — focused on the menopause requirements of the Equality Action Plan under the Employment Rights Act 2025.Specifically the natural entry point into a wider menopause action plan rollout — before training managers and the broader workforce.