Menopause most commonly occurs between the ages of 44 and 55, with the average age in the UK being 51. Early menopause occurs between 40 and 44, while Premature Ovarian Insufficiency (POI) refers to menopause before the age of 40. Additionally, perimenopause can happen on average 3 to 8 years before the final menstrual period, but symptoms can be experienced for between 2 to 15 years, meaning some women may experience symptoms in their mid-to-late 30s.

Menopause may also occur surgically following procedures such as cancer, or hysterectomy with removal of the ovaries. Surgical menopause often results in a more sudden onset of symptoms due to the abrupt hormonal change.

Despite the scale of impact, menopause has historically been treated as a private matter rather than a workplace issue, with many women keeping symptoms to themselves for fear of repercussions within the workplace. For many organisations, this has led to limited awareness, inconsistent support, and a lack of open dialogue. As much as women do keep symptoms to themselves, menopause doesn’t affect them in isolation, it impacts their families, friends, colleagues, teams, and managers.

With the recent legislative changes, notably the Employment Rights Act 2025, a turning point is coming about in how employers will be expected to address menopause at work, as for the first time, menopause is being formally acknowledged as a workplace issue, not a personal inconvenience to be managed quietly.

Legislative Change: The Employment Rights Act 2025

A landmark development, the Employment Rights Bill, received Royal Assent on 18 December 2025, becoming the Employment Rights Act 2025, with menopause being formally recognised within workplace equality legislation as a structural workplace issue, included under:

Part 2 ‘Duties of employer’s relating to equality’

Section 33 ‘Equality action plans’

78A – Equality Action plans

(4) Accordingly, matters related to gender equality include—

(b) supporting employees going through the menopause.

This formal recognition signals that menopause support is no longer optional best practice, it’s part of advancing equality of opportunity between male and female employees.

Mandatory Menopause Action Plans: Large Organisations

This means that for organisations with 250 or more employees’ implementation of a menopause action plan will be required by April 2027, although a plan can be introduced voluntarily from April 2026 for those organisations who don’t already have a menopause action plan in place.

Employers will be required to publish prescribed information relating to the plan showing the steps that are being taken in relation to employees about gender equality and advancing equality of opportunity between male and female employees. This requirement is intended to ensure that larger employers actively recognise and address the challenges faced by menopausal employees, setting a new standard for workplace wellbeing.

The Bill’s passage into law signals a broader cultural shift, as by mandating action from larger organisations employers of all sizes are being encouraged to review their current practices.

When developing or reviewing an action plan it will be important to recognise that every menopause experience is different, with some experiences differing significantly. Influencing factors include culture, ethnicity, lifestyle, nutrition, stress levels, relationships, and existing health conditions. Action plans will therefore need to be flexible, personalised, and regularly reviewed.

Practical Steps for Employers

1. Assessment

Review any existing policies, workplace culture, absence data, and employee feedback to identify gaps.

2. Policy Development

Introduce or update menopause-specific guidance, including:

• Flexible working options
• Workplace adjustments, e.g. temperature and uniform
• Access to private rest spaces
• Adjustments to workload or performance expectations where appropriate

3. Training & Awareness

Equip managers, leaders, and HR teams with the knowledge and confidence to have empathetic, informed conversations. Consider safe learning environments, including optional men-only or women-only sessions where appropriate.

4. Communication

Encourage open dialogue without stigma. Language matters as normalising menopause reduces isolation.

5. Monitoring & Review

Set measurable outcomes and revisit plans at least annually to ensure relevance and impact.

Failure to engage meaningfully may expose organisations to reputational damage, grievances, and potential legal claims.

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