Corporate menopause support is shifting from a ‘nice to have’ to a legal necessity.
Under the Employment Rights Act 2025, companies with 250 or more employees must prepare for a major compliance update. By spring 2027, it is anticipated that publishing a Menopause Action Plan alongside gender pay gap data will become mandatory, subject to pending secondary legislation.
The Cost of Doing Nothing Why is the government stepping in? Because the financial and operational costs of ignoring menopause in the workplace are staggering.
- UK businesses lose an estimated £2.88 billion every year to menopause-related absenteeism and presenteeism. *
- One in ten actually leave the workforce entirely due to unmanaged menopause symptoms. *
- The legal risks are escalating rapidly: employment tribunal claims citing menopause as a factor have tripled in recent years. *
Why This Legislation Matters The direction from the government is clear. Voluntary, informal chat and ad-hoc policies will soon fail to meet expectations. The impending legislation demands actionable, measurable steps.
Eligible employers will be expected to select evidence-informed actions to show exactly how they support their workforce. These actions include:
- Training managers to handle menopausal transitions professionally.
- Offering targeted occupational health advice.
- Setting up formal, structured support networks.
- Implementing concrete workplace adjustments.
- Conducting workplace menopause risk assessments.
- Reviewing internal policies to ensure they meet clinical and practical needs.
Moving From Awareness to Action As founders of Pillar Point Menopause Coaching, Ali and I see many HR departments struggling to translate these upcoming requirements into daily practice. You cannot conduct a meaningful risk assessment or offer effective adjustments without understanding the biological reality of the transition.
A generic policy document sitting on an intranet is no longer sufficient. Companies must track the outcomes of their actions and prepare for real compliance.
This is where we step in. We provide the clinical framework required to meet these new standards. We help HR teams implement tangible changes, from teaching practical down-regulation techniques to advising on macro-nutrient strategies that maintain executive focus. We ensure your action plan is not only legally sound but actively protects your workforce and your bottom line.
*HR Grapevine 03.06.26