Mandatory menopause-friendly action plans are on the horizon as the UK Employment Rights Bill highlights gaps in support, and men’s health continues to be overlooked.

While awareness of menopause in the workplace is growing, many employers are still falling short, with new research from Brightmine revealing that only 45% of organisations have a menopause policy in place.

The findings coincide with the UK Employment Rights Bill, which proposes mandatory menopause-friendly workplace action plans by 2027. The move aims to improve transparency, accountability, and inclusion for women in mid-life and beyond.

Yet, the research highlights significant gaps in implementation. Only 3% of organisations make their menopause policies publicly available, while 35% of HR professionals believe their organisation is not doing enough, and just 6% feel fully supportive of women experiencing menopause.

Some practical measures exist: 78% of organisations provide access to drinking water, and 60% offer flexible working. However, nearly half (47%) fail to measure the impact of their initiatives. Training remains a weak spot, with 47% of organisations reporting no menopause training plans, and existing training rarely compulsory. Confidence among line managers is low, with only 29% of HR professionals believing managers can confidently handle menopause issues.

“Policies are all well and good, but unless line managers understand them and apply them consistently, organisations are left exposed,” said Bar Huberman, Content Manager at Brightmine. “If menopause action plans become mandatory, employers will need to rethink how they train and equip their managers.”

The research also highlights a broader issue: men’s health is largely overlooked. Brightmine found that no organisation has a standalone men’s health policy, and fewer than 1 in 5 report meaningful employee engagement in related initiatives.

“This comparison underscores a wider challenge: true workplace equality and inclusion means supporting health challenges linked to all genders, backed by clear policies and confident line managers,” Huberman added. “By embedding inclusive policies and effective training, employers can create workplaces that genuinely work for everyone.”