Discover Fertifa

Under the Employment Rights Act 2025, UK organisations with more than 250 employees are required to publish a publicly available Menopause Action Plan by April 2027. Ahead of the deadline, it’s essential that HR Leaders know exactly what is required of them, and how to draft an Action Plan that isn’t just compliant but lays out actionable steps towards a culture of genuine support.

As with any new government mandate, it can be difficult to know exactly where to start. That’s why we’ve created this guide for HR leaders on how to draft a Menopause Action Plan designed to enhance employee satisfaction, wellbeing, and retention. We hope you find it helpful!

Alternatively, you can watch this webinar we recently hosted on the topics discussed in this article:

Why the government are mandating a Menopause Action Plan in 2027

For decades, a lack of awareness, understanding and conversation around menopause symptoms and the impact they have in the workplace has left many women to suffer in silence.

In recent years however, huge strides have been taken towards normalising conversations around menopause in the workplace and educating employees about the challenges this natural stage of life can present. As a result, an increasing number of employers are implementing specialist menopause support to enhance their people’s physical and mental wellbeing, drive retention, and minimise absenteeism.

It’s great to see corporations beginning to recognise menopause as not just a private health matter, but a major issue with regard to workplace equality and employee wellbeing. But why have the government chosen April 2027 to accelerate change?

The government’s decision has been driven by three primary factors:

• Economic retention: Research shows that 10% of women leave the workforce due to menopause symptoms, often at the peak of their careers. The mandate aims to reduce this number.

• Closing the gender pay gap: Menopause often hits between ages 45 and 55, precisely when many women are eligible for senior leadership. Addressing symptom impact is seen as a crucial step in closing the senior-level gender pay gap.  

• Legal clarity: By standardising "Action Plans," the government provides a clear framework for reasonable adjustments, reducing the risk of discrimination claims and inconsistent management.  

The impact of menopause in the workplace

It's no secret that menopause symptoms have a massive impact on wellbeing, productivity and retention. Here are some of the most alarming statistics:

• Massive demographic reach: Approximately 51% of the workforce will experience menopause at some stage in their lives.
• The talent leak: One in 10 women end up leaving the workforce due to menopausal symptoms, a "talent leak" that is estimated to cost UK businesses £1.5 billion per year.
• The awareness gap: While many organisations provide some support, less than one in five women (19%) surveyed are actually aware of what their organisation offers.
• Legal risks: Menopause-related employment tribunals have increased three times over recent years, making clear policies a necessity for risk management.
• Productivity impact: Beyond absenteeism, "presenteeism"—where employees are physically present but unable to perform at their best—remains a significant but often untracked issue.

A 6-step framework for your action plan

Drawing from government guidance, an effective Menopause Action Plan should focus on these six core pillars to move from policy to practice:

1. Training managers: This is cited as integral to every other action. Managers don't need to be clinical experts, but they must be trained in "active listening" to create psychological safety, ensuring employees feel comfortable disclosing their needs.
2. Access to clinical support: The government's framework emphasises providing access to clinical advice and occupational health, which may include support from accredited prescribers for treatments like HRT.
3. Support networks and champions: Establish ERGs (Employee Resource Groups) or "menopause champions". A champion's primary role is to listen and signpost employees to available tools, whether through the NHS, private providers, or internal wellbeing strategies.
4. Workplace adjustments: Real change requires individualised adjustments—such as flexible working hours or environmental changes—that give women the flexibility they need to manage their symptoms while continuing to work.
5. Menopause risk assessments: These should be treated as living, breathing documents that are reviewed regularly to address the specific physical and mental challenges an individual may be facing.
6. Policies and procedures: Implement a clear policy to ensure consistency across teams. This includes practicalities like how to log menopause-related absences so the organisation can accurately measure the impact of its support.
   

Moving beyond compliance towards culture

Compliance with the 2027 Menopause Action Plan requirements should be the bare minimum for all organisations in the UK. To embed these changes into your company culture, consider the following:

• Executive sponsorship: Actions are only impactful with senior buy-in. Having a board-level or executive sponsor ensures the plan isn't viewed as "performative" and that it remains a priority during decision-making.
• Data-driven effectiveness: To measure the plan's success, HR leaders should track metrics such as shifts in the gender pay gap, changes in absenteeism for women aged 45–55, and feedback from anonymous sentiment surveys.
• Broadening the allyship: While menopause is a female-led journey, involving men in the conversation is vital. Men as managers, colleagues, and partners need to understand the symptoms to support the overall success and productivity of their teams.
  

Your 90-day starter checklist

If you're unsure exactly where to start, use this 3-month roadmap to guide you!

The first week

Identify your current workforce demographic snapshot; appoint a formal owner for the action plan.

The First Month

Run an anonymous menopause sentiment survey to identify gaps; brief your Executive Leadership Team (ELT) on the regulatory timeline and current "talent leak" data.

The First Quarter

Draft your policy (using a template as a starting point, not a boilerplate); identify "stretch" KPIs; begin training line managers specifically on signposting resources.

By treating the Menopause Action Plan as a core component of your broader inclusion strategy, you aren't just meeting a legal requirement—you are protecting your organisation's most experienced talent during a critical stage of their careers.

Specialist menopause support through Fertifa

Menopause is an inevitable stage of life for half of the world's population. At Fertifa, our best-in-class clinical team is always just a few clicks away, ready to support and treat your employees with ongoing care throughout their menopause and perimenopause journeys.

Check out our Case Studies page to see the impacts we've already made at Monzo, Kraft Heinz, Clearscore and many more!