Menopause Action Plans | Practical Guide for HR & Benefits Leaders

Under the Employment Rights Act 2025, menopause action plans are now written into law, with a phased introduction confirmed for large employers from 2026–2027. How organisations support menopause in practice is increasingly scrutinised when issues escalate.

Menopause-related tribunal claims have tripled in recent years
67% of women say menopause negatively affects their work
1 in 4 women consider leaving their job because of symptoms
Over 2 in 5 employees are uncomfortable talking about menopause at work

This guide is designed to help HR & Benefits leaders move from good intent to defensible action.

What is the Employment Rights Act 2025?

The Employment Rights Act 2025 introduces significant changes to UK employment law, expanding worker protections and increasing scrutiny of employer decision-making, with phased implementation from 2026.

What should employers do to prepare for the Employment Rights Act?

Employers should review how health-related issues are handled in practice, strengthen early support pathways, reduce inconsistency and prepare for requirements such as menopause action plans.

Why do menopause action plans matter under the Employment Rights Act?

Menopause Action Plans are being phased in as a formal requirement for large employers and are increasingly used as a benchmark for reasonable, consistent health support at work.

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