In October 2024, labour’s new Employment Rights Bill was passed through government, confirming that the changes to employment law proposed in their “Plan to Make Work Pay” manifesto will be made. These changes include longer parental leave, required pay gap reporting, and enhanced workplace support for menopausal women.

Although labour has suggested these changes are unlikely to become law before 2026, it’s essential employers stay up-to-date on what menopause support they need to implement and by when – although we know this isn’t always easy!

To help you stay on top of things, we’ll be updating this guide with new deadlines or requirements as they’re announced. For now though, here’s a reminder of why workplace menopause support is crucial, and the current plans laid out by the government to ensure its enhanced during their governance.

Join our mailing list to receive updates to employment law, employee wellbeing and more!

Why is workplace menopause support so crucial?

Menopause is an inevitable stage of life for half of the world's population. For too long, the impacts menopause can have on individuals has been overlooked, and there has been a lack of proper, meaningful workplace support across the country.

But why is menopause support so crucial?

Menopause symptoms can be extremely challenging and have a major impact on employees, their daily lives, wellbeing, productivity, and in some cases capacity to remain in their jobs. Essentially, menopause has an adverse impact on both women and the organisations they work for:

- Length and severity of symptoms -Nearly 1 in 4 individuals will experience severe menopausal symptoms such as night sweats, brain fog, sleep disturbances, joint stiffness and joint pains. These can last for an average of 7 years, and result in

- Retain women in senior leadership - Almost 13% of women consider leaving work because of the negative impacts menopause symptoms have on their working lives. Any measures that minimise these impacts make financial sense for employers.

- Businesses that provide such support see measurable benefits: companies prioritising women’s health and gender equality experience a 22% higher employee retention rate

- One estimate suggests that menopause-related absences costs the economy 14 million working days every year

- Women who feel supported with their menopause symptoms are 3 times more likely to stay with their employer for over 5 years​

Thankfully, things are beginning to change. For example, one in four UK-based companies now has a menopause policy in place, so employees know exactly what reasonable adjustments, rights, support services, and healthcare professionals they can access.

However, there is still a call for greater employer-led menopause support, with 1 in 5 companies expected to see a demand for gender-based healthcare from their workforce in 2025, a considerable increase from 2024.

Labour’s response - Menopause Action Plan

In the “Equality at Work” subsection of their manifesto, labour announced they would make it mandatory for companies of a certain size to publish and share a personalised Menopause Action Plan, to ensure employees affected have the support they need from their employers to continue working.

Under this law, employers with 250 or more employees will be required to create, publish, and regularly refresh a report showing the steps they commit to take to ensure affected employees are fully supported. Steps may include :

• Including accommodations such as paid leave
• Uniform adjustments
• Temperature control measures
• Flexible working arrangements
• Designated spaces for HRT treatment administration

The government has also promised to publish guidance on menopause for companies of all sizes on uniform and temperature issues, flexible working arrangements, and logging menopause-related leave and absence to help businesses build their plans.

Start building your Menopause Action Plan now!

As mentioned above, the Menopause Action Plan will not become law for some time. However, it’s worth noting that menopause can form the basis of sex, age, gender reassignment or even disability discrimination claims. In recent years, there has been an increase in menopause-based tribunal claims, so it's crucial employees take measures to prevent menopause discrimination.

Nevertheless, it’s important employers are taking practical steps to build menopause-friendly workplaces where people feel their wellbeing is truly valued and looked after, and that they have what they need to thrive in their roles.

We understand inclusive cultures and effective support structures aren’t built in a day. To help you get started, we’ve put together a checklist of essential ways to provide menopause support and help promote a genuinely supportive culture at work We hope you find it helpful!

1. Publish a formal menopause policy

The aim of a menopause policy is to ensure that everyone feels supported and valued within the workplace and aware of what support they are entitled to. A good menopause policy will:

• Provide practical guidance for employers, HR teams and managers to help them understand how best to create menopause-friendly workplaces.
• Outline reasonable adjustments that can be made to support people with menopause-related symptoms, such as hot flushes, insomnia, and mental health or cognitive symptoms.
• Legal obligations as an employer

2. Make workplace adjustments

When it comes to workplace adjustments, there’s no one-size-fits-all approach. We recommend inviting feedback from employees on how your support meets their specific needs and what more you can do as an employer. Remember, try to be as flexible as possible – employees will feel valued for it!Here are some adjustments you may want to consider:

• A temporary adjustment to someone's work duties (e.g. working hours if they are experiencing sleep disturbances)
• Temperature-controlled areas
• Provide a quiet area to work.
• Provide access to a rest room.
• Offer easy access to drinking water.
• Allow regular and more frequent breaks and opportunities to take medication.

3. Promote open, honest conversations about menopause

 Menopause is a personal journey, and some people may want their experience to remain private. However, it’s crucial menopausal employees who want to discuss their challenges feel they can do so without fear of judgement or discrimination. Here are some effective ways to build a supportive workplace culture where people are more likely to be comfortable opening up: 

• Normalise discussions around mental health issues related to menopause through “safe space” conversations where those affected can share and educate colleagues without personal experience.
• Ensure menopausal employees know how to access relevant support services, such as Employee Assistance Programmes (EAPs)
• Explore training sessions for managers to help them support their team.

4. Designate a “menopause champion”

 A menopause champion is someone at the company people can go to for support. For many, the option of speaking in private to a trusted colleague who understands the struggles of menopause can be the difference between getting the support they need and suffering in silence.Menopause champions can help in the following ways:

• Providing support: First and foremost, they are a point of contact for people who need advice. Employees going through the menopause transition may find this options particularly valuable.
• A safe environment: Menopause champions can be a great alternative for anyone who feels uncomfortable approaching their manager.
• Signposting colleagues: They can signpost colleagues to resources about menopause, both internal and external, or where to go to explore treatment options.

 5. Consider manager training programmes

Consider optional training programmes for managers to enhance their understanding of menopause and become better equipped to support their employees.

‍Why menopause support is still important for smaller companies

‍For smaller businesses, which make up 99.9% of UK companies, adopting similar practices (even without legal obligations for employers) can have major benefits. By offering flexible working arrangements, health benefits, and tailored support, SMEs can enhance employee retention and attract talent.

Additionally, promoting transparency through health-focused and gender pay gap reporting and health-focused reporting can demonstrate a commitment to inclusivity, fostering a competitive edge. Supporting menopausal workers not only aligns with broader workplace inclusivity goals but also drives productivity and economic growth.