We explained in January’s newsletter, menopause support is becoming an increasingly important workplace issue. It affects employee wellbeing, retention, performance and absence management.
Action plans
As part of the Employment Rights Act 2025, from April 2026, larger employers with 250 or more employees are encouraged to publish menopause action plans voluntarily, with mandatory requirements expected from 2027.
Even though employers with less than 250 employees aren’t required to publish a formal action plan, you’ll still need to manage workplace health, absence, performance and discrimination concerns appropriately.
Symptoms
Menopause symptoms can vary significantly. Some employees may experience hot flushes, fatigue, sleep disruption, anxiety, low mood, concentration difficulties, migraines or other physical symptoms. In some cases, symptoms may amount to a disability under the Equality Act 2010, depending on their severity and long-term impact. This means you may need to consider reasonable adjustments.
Considerations
You should consider:
improving access to drinking water and toilet facilities;
allowing more regular breaks where appropriate;
adjusting uniform or PPE, where safe to do so;
considering temporary changes to duties or working patterns;
providing a private space for conversations;
training managers to respond sensitively; and
signposting employees to relevant support.
Practical approach
The key point is not that every employer needs a lengthy Menopause Policy. For many smaller employers, a short, practical approach may be more useful. This could include clear guidance for managers, a commitment to confidential conversations, and a process for considering adjustments on a case-by-case basis.
You should also be careful not to dismiss menopause-related concerns as minor or personal. Comments about age, hormones, mood or performance can create legal and employee relations risks. You should focus on the impact at work and what support may reasonably help.
If you would like to have a Menopause Policy, there is a template available under the Staff Handbook Additional Policies.
Remember, if you’re unsure, please feel free to discuss any queries with us on 0370 840 0234.
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