Menopause Action Plans

Menopause Action Plans

Employers Need to Prepare

From 06 April 2026, employers will be encouraged to introduce voluntary menopause action plans, with these plans expected to become mandatory in 2027 under the Employment Rights Act 2025. This represents a major shift, moving from more of a reactive support from employers, to proactive workplace action.

Menopause continues to feature in Employment Tribunal Claims. In my experience, it is often framed as sex, age, or disability discrimination under the Equality Act. While menopause is not a protected characteristic on its own, failure to support employees appropriately carries real legal and reputational risk for employers.

A robust action plan may include clear policies, manager training, guidance on reasonable adjustments, occupational health support and referrals and open communication frameworks between the employer and employee. Early preparation can, and will, help employers embed meaningful cultural changes within the workplace and reduce future risk with impending legislation.

Why Employers Should Act Before 2027

Waiting until the rules are mandatory risks rushed compliance and potential legal exposure in the Employment Tribunal. Preparing now allows employers to identify gaps in processes, plan practical solutions and implement policies thoughtfully rather than reactively.

Practical Steps to Take Now

Employers can review or introduce menopause policies, audit flexible working and absence practices, alongside providing managerial training, aligning menopause support with broader inclusion initiatives. Even small proactive steps now will make the transition to mandatory action plans much smoother.

For anyone looking to strengthen workplace wellbeing and compliance in advance of the Employment Rights Act 2025 implementation, this will be an area to watch closely. Employers who act early will be better placed to support employees, mitigate risk and demonstrate leadership on inclusion.

If you wish to see how Kerseys Solicitors could assist you or your business in advance of the Employment Rights Act 2025 continued implementation, or defending an Employment Tribunal case, please do contact Ben Wheatcroft on 01473 407125 to arrange a consultation surrounding your/your businesses circumstances and our employment law team will be more than happy to assist.

Alternatively you contact one of our offices at:-

Kerseys Solicitors in Ipswich at [email protected] or telephone 01473 213311 or
Kerseys Solicitors in Felixstowe at [email protected] on 01394 834557 or
Kerseys Solicitors in Woodbridge at [email protected] on 01394 813732 or
Kerseys Solicitors in Colchester at [email protected] on 01206 584584 or
Kerseys Solicitors in Stowmarket at [email protected] on 01449 613631 or

visit our website and click “Call Me Back” where a member of our employment law team will be happy to contact you at a time that is convenient to you.