Does your workplace have a Menopause Action Plan yet?
What the new Employment Rights Bill means for women and workplaces.
Over half of participants at a recent Menopause Awareness Lunch & Learn for a sustainability-focused business were men. Surprised?
Menopause isn’t a “women’s issue.” In this context, it’s a workplace issue. And everyone benefits when we all better understand it.
The timing of this training wasn’t accidental.
Businesses now need to prepare for new voluntary reporting requirements that come into force this April, as well as look ahead to 2027, when UK employers with 250+ staff will be required to publish a Menopause Action Plan (MAP). This signals a profound legal and cultural shift.
A landmark moment in UK employment law
Under the Employment Rights Act 2025, menopause is now explicitly recognised in UK law. That single change moves menopause from a quiet well being conversation to a recognised workplace responsibility.
No longer something handled awkwardly or inconsistently. No longer dependent on how confident an individual feels about disclosing symptoms, or how empathetic a particular manager might be.
It becomes legitimate, structured and expected.
And legislation shapes culture.
The Government has described the new Employment Rights Bill as the biggest upgrade to workers’ rights in a generation. For midlife women, that statement feels real.
What this means for employers
By 2027, larger organisations will need to demonstrate proactive support for employees experiencing menopause. This includes:
- Providing appropriate support for symptoms
- Offering practical adjustments such as flexible working, temperature control, and quiet spaces
- Publishing a clear Menopause Action Plan
- Ensuring guidance is available on reasonable adaptations.
But beyond compliance, something bigger is happening.
Workplace well being is no longer optional. It is becoming regulated, measurable and visible.
Forward-thinking organisations aren’t waiting. They’re building awareness, training managers, and embedding supportive practices into culture before they are legally required to do so.
The economic reality behind the legislation
This is not just about fairness. It’s about economics.
- Around 80% of women aged 40–55 experience menopausal symptoms
- 1 in 4 require significant workplace support
- Women over 50 are the fastest-growing demographic in the workforce
The financial impact is substantial:
- Approximately £1.5 billion is lost each year through women leaving employment
- Around £191 million is lost through absence
- A further £22 million through presenteeism.
When menopause is ignored, organisations often see rising absenteeism, reduced productivity, increased recruitment costs and declining morale.
The cost of inaction is no longer invisible. That’s precisely why legislation is stepping in.
Why this is a leadership issue
Women navigating menopause are often at the height of their expertise – senior leaders, specialists, experienced managers and mentors.
Losing them is a strategic loss of institutional knowledge, leadership capability and sector experience.
While organisations that respond well will:
- Retain highly skilled talent
- Strengthen gender equity at senior levels
- Build reputations as progressive employers
- Reduce recruitment and training costs
- Foster cultures of openness and psychological safety.
Those who treat this as a tick-box exercise risk missing the deeper opportunity.
Want support in your workplace?
If you’re preparing for these changes – or simply want to create a more informed and supportive culture – Traci Lewis, our Mindset and Menopause Coach Partner can help.
Traci offers:
- Menopause Awareness Sessions & Lunch & Learns (1 hour)
- HR and Manager Training (2 hours)
- Create a Menopause Action Plan (half or 1 day)
- Group and 1:1 coaching for women navigating peri-menopause and menopause
This is more than a legal update.
It’s a turning point in how we recognise and value women’s health and work experience – and a powerful opportunity for organisations ready to lead.
Would you like to find out more? Traci is hosting a WINS event ‘Menopause Friendly Workplaces’ on April 16th, 1 – 1.45 pm, book here
Contact traci@sustainlive.org or book a complimentary 20-minute clarity call here.
Traci Lewis is a Green Career and Menopause Coach for midlife women working in sustainability. She also provides workplace menopause training for purpose-led organisations. She is a Women in Sustainability Network Coach Partner.