On 6 April 2026, the Government, through the enactment of the Employment Rights Act 2025 (ERA 2025), introduced voluntary menopause action plans. In addition, the Government’s ERA 2025 timeline sets out that menopause action plans are to become mandatory in 2027.

Despite, not being a mandatory legal requirement currently, it is important to understand what menopause action plans are, who they affect and how to prepare for 2027.

Who is affected by menopause action plans?

From 2027, large employers will be legally required to produce a menopause action plan. Large employers are defined as businesses with over 250 employees. The specific date for menopause action plans to become mandatory has not been announced but we expect to see them come into force Spring of 2027. However, we highly recommend that large business begin preparing to roll out action plans now.

What is a menopause action plan?

A menopause action plan should detail any evidence-based actions employers are taking to support women during the menopause. The actions which could be included as part of an employer’s action plan are:

• Training managers to understand the menopause and perimenopause and to have sensitive conversations with employees;
• Offer access to Occupational Health advice, whether that be standard advice or specialist menopause support / counselling;
• Setting up confidential menopause support groups or networks;
• Risk assessments to identify workplace factors which could have a negative impact on those experiencing menopause symptoms;
• Offer tailored workplace adjustments such as flexible and remote working, rest spaces and climate-controlled work environments; and
• Reviewing existing policies and procedures to ensure they are fit for purpose.

The purpose of these action plans is to motivate employers to take meaningful steps to ensure individuals are supported and are able to progress and thrive in the workplace. The guidance recommends consulting with employees to reflect the wide-ranging symptoms which employees may be affected by and tailoring approaches to organisational size and sector.

The menopause action plans are part of a wider Government approach to promote equality in the workplace.

How to prepare for 2027

Preparation is key to get ahead of the curve and be prepared when the menopause action plans become mandatory in 2027. Employers should use this opportunity to review existing workplace policies, educate managers on the changes and how to support employees and begin identifying practical ways to accommodate office and home working for those experiencing menopause. Taking proactive steps prior to the legislation coming into force will not only help ensure compliance but also foster a more inclusive, supportive and productive workplace where employees feel valued and reduce the risk of any litigation action.

With thanks to Paralegal Catherine Gallacher, co-author of this article.