"Menopause support will be relevant to half the workforce at some stage in their lives."
- Debra Clark - Everywhen
Ahead of World Menopause Day on 18th October, the health and wellbeing team at Everywhen has highlighted forthcoming legislation on employer support for employees going through the menopause.
"In our conversations with clients, we have been surprised to observe just how many employers are completely unaware of the menopause action plans that are part of the UK’s Employment Rights Act 2025," Debra Clark, head of wellbeing at Everywhen, said.
"World Menopause Day is the perfect opportunity to highlight this obligation, along with the timings and requirements."
The UK's Employment Rights Act 2025 and subsequent guidance require employers with 250 or more employees to publish menopause action plans alongside their gender pay gap reporting. These plans are currently in a voluntary phase but are expected to become mandatory in Spring 2027.
Large employers must outline the practical steps and evidence-based actions they are taking to support employees experiencing the menopause.
Recommended actions include training managers to support employees, offering occupational health advice, setting up menopause support groups and networks, offering workplace adjustments, conducting a menopause risk assessment for the workplace and reviewing policies and procedures.
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Everywhen says that companies may need guidance or help with some of these areas, and employee benefits experts can assist with actions such as understanding and meeting the regulations, training line managers and reviewing policies.
The team adds that while the legislation is for companies of 250+ employees, a menopause action plan is still best practice for companies of any size and suggests employers use this as an opportunity to identify and fill any gaps in their approach and support.
"An effective menopause action plan is more than just a basic policy statement. It should include working adjustments, training and culture, as well as health and wellbeing support," Debra Clark explained.
"Supporting employees through this pivotal phase is more than just a matter of health and wellbeing; it’s a cornerstone to building an inclusive culture and thriving workplace.
"Menopause support will be relevant to half the workforce at some stage in their lives, and knowing that the company is menopause-friendly will be a big positive in the minds of current and future talent."
