Earlier this month, the Government announced that from 2027, menopause action plans will be mandatory for organisations employing 250+ employees.
Back in 2021, the Women and Equalities Committee looked at the extent to which discrimination connected to the menopause occurs in the workplace, and how government policy and workplace practices could be improved to support those going through it.
In fact, in the terms of reference published at the time, it reported 60% of employees had been negatively affected at work whilst going through the menopause, and nearly 900,000 reported leaving their employment because of their symptoms. There has also been an increase in the number of employment tribunal claims that cite menopause as part of the claim. In February 2025, figures from HM Courts and Tribunal Services reported menopause-related claims increased three-fold in 2024 compared to 2022. Even prior to 2022, we were starting to see the first cases come through in this area β in fact, back in 2019 there were just six cases.
What Are Menopause Action Plans?
A menopause action plan is a written document that sets out how an employer is to support employees going through the menopause, acting as a practical tool for both line managers and employees. It becomes a structured strategy to raise awareness, provide support, and foster an inclusive workplace for all.
Whilst it will be mandatory for certain employers to introduce them in 2027, the Government will introduce them voluntarily from 2026.
