October is Menopause Awareness Month, making it a good time for employers to look at how they support employees experiencing menopause and whether their current approach is working effectively. 

Menopause can affect people in different ways, with symptoms ranging from mild to severe. For some, symptoms can impact their working day. Having the right support in place can help people continue to do their jobs effectively, while making it easier to raise concerns and discuss any changes they might need. 

There is also a legislative reason for employers to review their approach. The Employment Rights Act 2025 introduces a requirement for employers with 250 or more employees to publish action plans covering their approach to supporting employees experiencing menopause, alongside action to address their gender pay gap. Find out more details on this below. 

For employers, it’s the perfect opportunity to review existing policies, speak to employees and identify any areas where further support may be needed.

Why does menopause awareness matter in the workplace?

Menopause is a natural stage of life, but its effects can vary between individuals. Symptoms can affect people physically and mentally, and may include difficulties with concentration, sleep, mood and temperature regulation.

It’s important for employers to recognise that everyone’s experience is different. Menopause can occur earlier or later than the typical age range, and some people may experience menopause as a result of certain medical treatments or surgery.

When it comes to work, symptoms can make tasks or working environments more difficult to manage. Long shifts, limited access to toilet breaks, inflexible working arrangements or uniforms that cause discomfort are examples of factors that may affect someone experiencing menopause.

Without the right support, employees may find it harder to manage their symptoms at work, and some may lose confidence or even consider leaving their jobs.

What are employers’ current responsibilities around menopause?

There is no legal requirement for every employer to have a dedicated menopause policy. However, employers already have responsibilities under existing health and safety and equality legislation.

Understanding these responsibilities is important, especially as the requirements around menopause action plans develop:

1. Prevent discrimination

Under the Equality Act 2010, menopause symptoms could be relevant to discrimination claims where they are connected to a protected characteristic, such as age, sex or disability. 

Whether a particular situation amounts to discrimination depends on the circumstances. Menopause is not automatically classed as a disability, but symptoms may meet the legal definition of disability in some cases. 

Employers should ensure employees experiencing menopause are treated fairly and that decisions about performance, absence, promotion and continued employment are handled correctly. 

Managers should also be able to recognise when menopause symptoms may be impacting someone at work and know how to respond sensitively and effectively.

2. Meet health and safety responsibilities

Employers have a legal duty to assess and manage risks to employees’ health and safety, including any risks associated with their working environment. 

This applies to employees working in an office, on site or from home. 

When reviewing workplace risks, employers should consider whether the working environment and/or arrangements could make menopause symptoms harder to manage. Depending on the workplace and the individual, this might include:

• Temperature and ventilation 

• Access to drinking water and suitable toilet facilities 

• Uniforms or protective clothing that may cause discomfort or make someone feel too hot 

• Access to a suitable place to rest when needed 

• Working patterns, shift lengths and opportunities to take breaks 

Risk assessments should be reviewed regularly and updated where necessary.

3. Consider reasonable adjustments where required

Some employees may need changes to their working arrangements to help them manage menopause symptoms. 

Where the effects of those symptoms meet the legal definition of disability, the employer may have a duty to make reasonable adjustments under the Equality Act 2010. 

Depending on the circumstances, adjustments could include more flexible start and finish times, additional breaks, changes to duties, access to a cooler working area or home working where practical. 

Of course, not every adjustment will be appropriate for every role or employee, and employers should discuss individual needs with the person concerned and consider what changes are reasonable and workable. 

4. Handle absence and performance fairly

Menopause symptoms may affect attendance, concentration or performance. Employers should consider the circumstances before making decisions about an employee’s capability or attendance record. 

It may be useful to record menopause-related sickness absence separately from other sickness absence. This can help employers avoid treating these absences unfairly when reviewing overall attendance. 

It can also be good practice to make it clear how employees can raise concerns, access support and discuss any difficulties they are experiencing. 

Medical appointments related to menopause should also be considered sensitively. There is no general statutory right to time off specifically for menopause-related medical appointments, although your contractual arrangements may offer paid or unpaid time off.

Employment Rights Act 2025: What is changing for employers in 2027?

One of the key developments for employers is the introduction of gender equality action plans, which include action to support employees experiencing menopause. 

The Employment Rights Act 2025 sets out that employers with 250 or more employees must publish action plans alongside their gender pay gap information. 

The arrangements have been introduced in stages:

1. From April 2026: Employers with 250 or more employees can voluntarily publish an action plan through the government’s gender pay gap reporting service. 
2. From spring 2027: Publishing action plans is expected to become mandatory for employers with 250 or more employees, subject to the relevant legislation coming into force.

The government has published guidance on creating an action plan, including advice on understanding workplace issues, selecting actions, explaining the approach and reviewing progress.

The important point for employers is that a published plan should reflect the actions the organisation is actually taking. It’s worth reviewing existing arrangements now, rather than waiting until the requirement becomes mandatory.

Smaller employers are not required to publish plans under this, but it may still be useful to review their menopause support and take voluntary action.

What should a menopause action plan include?

A menopause action plan should set out the practical steps an organisation is taking to support employees experiencing menopause.

It should reflect the organisation’s current position, identify relevant areas for improvement and explain the actions being taken.

The government’s guidance on action plans and workplace adjustments provides a useful starting point.

Depending on your organisation’s needs, you could consider the following areas:

Review existing policies and procedures

Check whether relevant policies address menopause where appropriate. These may include health and safety, wellbeing, sickness absence, flexible working and equality and inclusion policies.

A dedicated menopause policy can also help explain the organisation’s approach and signpost employees and managers to any support available.

Speak to employees

Understand what employees need and whether your existing arrangements are working. 

This could involve gathering feedback, reviewing available workforce information or consulting employee networks. Any information collected should be handled confidentially. 

Equip managers to have supportive conversations 

Managers should understand how menopause can affect people at work and know how to respond when someone raises a concern. 

Training can help managers approach conversations sensitively, consider potential adjustments and understand when to seek advice from HR or occupational health. 

Identify practical workplace changes 

Review the existing working environment and arrangements to identify changes that could help employees manage their symptoms. 

As mentioned previously, this will vary depending on the role and individual circumstances. Rather than assume that one approach will work for everyone, consider various support options. 

Review progress

Like everything you introduce, an action plan should be revisited to assess whether the new initiatives are working or whether further action is needed.

Employers should be realistic about what is already in place, what still needs attention and how progress will be reviewed.

Menopause Awareness Month: What should employers do next?

With the Employment Rights Act 2025 changes expected to make gender equality action plans mandatory for larger employers from 2027, there’s no better time than the present to assess your current approach.

Start by reviewing the policies, procedures and support already in place. Plus, consider whether employees know how to access that support, whether managers are equipped to respond and whether workplace risk assessments take relevant factors into account.

If your organisation has 250 or more employees, you should also familiarise yourself with the government’s action plan guidance and begin considering what your plan will need to cover.

And if you’re a smaller business, the same review can help identify practical improvements, even though the new publication requirement won’t apply. 

How can Omny Group help?

Omny Group brings together HR, legal and health and safety support to help businesses understand their responsibilities and put the right arrangements and action plans in place.

If you need help reviewing your workplace policies, understanding your responsibilities or preparing for upcoming employment law changes such as menopause and gender pay gap requirements, our team can help you work through what your business needs.

Find out more about Omny Group’s HR support and how we can help your business, or get in touch with us today for an initial chat.