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
In order to avoid future repercussions or unnecessary employee grievance, employers can:
- Review or introduce menopause policies
- Audit flexible working and absence practices
- 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.
What hardships do menopausal employees face in the workplace?
Menopause can have a massive negative impact on an individual’s ability to work in a regular office environment. The majority of menopausal employees reported a reduced ability to concentrate, heightened feelings of stress and a lowered ability to complete tasks.
Ensuring reasonable adjustments are put in place for menopausal employees can help avoid any points of friction and help them work to the best of their ability.
What support can I put in place for menopausal employees?
There are many reasonable adjustments that can be put in place to ensure menopausal employees can continue to work comfortably and to the highest standard
Do menopausal employees have to provide evidence to raise a grievance?
Employees do not have to provide evidence (such as a doctors note) to prove that they are menopausal to their employer in order to raise a grievance or even to take legal action if they feel they have been discriminated against.
What legal support is there to help businesses navigate the Employment Rights Act 2025?
Our solicitors will be able to help take you through the terms of the Employment Rights Act 2025, explain how you can apply it to your workplace and the risks of failing to do so. You can get in touch with our agents here.
What are the repercussions of failing to provide support to menopausal employees?
The immediate consequences of failing to meet the needs of menopausal employees can take the form of lower productivity and higher friction between the employee and management.
In the long term, employees who feel they have been discriminated against will have a stronger leg to stand on in court proceedings once the act comes into law. That’s why it’s so important for businesses to take action sooner rather than later
