Mandatory Menopause Action Plans – what effect will they really have?

A recent government review into menopause and work found strong evidence that many people experiencing menopause or perimenopause face symptoms that can undermine confidence, wellbeing and, in some cases, job performance. With potential legislation on the horizon that would require large employers to publish menopause support plans, the question is whether legal change is the best solution—and what people actually need from their workplaces.

According to professional surveys, only a small proportion of employers had any formal menopause support a few years ago. That figure has grown but remains far from universal. Experts emphasise that a written policy, while helpful, does not create a supportive culture on its own.

What would new legislation mean for employers?

Current employment law often forces individuals with severe menopause symptoms to pursue claims under disability protections, which can be emotionally and financially draining. Proposed changes would require large organisations to create publicly accessible action plans detailing how they support staff experiencing menopause.

Legal specialists argue this could remove barriers to justice and give employees more clarity, but they also note that restricting the requirement to organisations with 250+ employees may leave many workers without protection. They stress that workplace behaviour matters regardless of age or seniority: anyone can negatively impact a colleague, and employers must ensure respectful conduct.

People experiencing menopause often say they want managers who understand the issue and can respond without judgement. Many hesitate before raising concerns for fear they’ll be seen as less capable. Rather than focusing solely on performance, managers should be able to point people toward relevant workplace adjustments, wellbeing resources and medical support.

Some highlight that framing menopause strictly as a disability may not reflect the needs of everyone going through it; for many, the priority is flexibility and understanding so they can continue to thrive. Midlife is also a time when workers may be balancing responsibilities such as caring for children and elderly relatives, making it difficult to distinguish menopause symptoms from other pressures.

Reducing stigma around discussing topics like menopausal symptoms, menstruation and sexual health is crucial, as these issues inevitably spill into working life. Employers are advised to seek credible, qualified expertise when designing support programmes. Should you wish to discuss this subject, contact 121 HR Solutions at enquiries@121hrsolutions.co.uk.

Mandatory Menopause Action Plans – what effect will they really have?

121 HR Solutions Ltd