On December 18, 2025, the Employment Rights Bill received Royal Assent to become the Employment Rights Act 2025, marking the most significant expansion of worker protections in a generation. For the first time in UK history, menopause support is embedded in workplace legislation, requiring employers with 250 or more staff to publish annual Menopause Action Plans as part of broader Equality Action Plans.
This represents a significant step forward for workplace equality that recognises supporting employees through hormonal transitions like menopause is fundamental to building equitable, productive workplaces. With approximately 13 million people in the UK currently perimenopausal or menopausal, employers who act now will gain a measurable advantage in employee retention and well-being.
In this article, we'll cover:
- What the Employment Rights Act mandates for menopause workplace support
- The timeline for voluntary and mandatory compliance for Menopause Action Plans
- Why menopause support is both a legal and business priority
- How HR teams can prepare ahead of 2027 enforcement
Key takeaways
- The Employment Rights Act 2025 introduces Menopause Action Plans for employers with 250+ employees as part of mandatory Equality Action Plans
- Voluntary compliance begins April 2026, with legal enforcement expected in 2027
- Employers who implement support now position themselves as early adopters, strengthening equity initiatives and reducing talent loss
- Two-thirds of women with menopause symptoms report they negatively impact work, and one in ten have left employment due to lack of support
The Employment Rights Act 2025 explained
The Employment Rights Act received Royal Assent in December 2025 and will roll out in phases through 2026 and 2027. The Act represents a major modernisation of UK employment law, aimed at growing the economy, boosting wages, and reducing insecure work.
The Act mandates Equality Action Plans for large employers (with more than 250 employees), requiring them to address the gender pay gap and provide structured menopause workplace support. These requirements are part of the government's broader mission to bring employment rights into the 21st century and extend modern protections to millions more workers.
For menopause specifically, this marks the first time hormonal health support has been written into UK employment legislation. The change reflects a growing understanding that menopause symptoms — which can last for years and significantly impact daily functioning — require the same thoughtful workplace accommodations as other health conditions.
The Act's key requirements and timeline
What new workplace requirements mean for menopause support in the UK
The Employment Rights Act 2025 establishes the legal requirement for Menopause Action Plans, but many specifics are still being finalised, however we do know that all UK employers with 250 or more employees will need to include menopause support as part of a broader Equality Action Plan. Further guidance is expected throughout 2026 as consultations close and detailed regulations take shape.
While we await specific requirements, guidance from the British Menopause Society provides a research-backed framework for what comprehensive menopause workplace support looks like. Organisations working on their plans now should consider these evidence-based elements:
Information, awareness, and empathy training for all employees
Guidance should explain what menopause is, the range of symptoms women may experience across perimenopause and postmenopause, and how these symptoms can affect work. Research shows that awareness shouldn't be limited to those experiencing menopause — line managers in particular need education to fulfill their responsibilities for team well-being.
Clear support pathways and policies
Organisations should clarify how menopause support is embedded in workplace policies, either through a standalone menopause policy or by explicitly mentioning menopause in existing well-being, health, flexible working, and absence management policies. Policies should address work adjustments, health appointment accommodations, and additional breaks during this transition period. Guidance should also clearly identify support channels such as named HR contacts, occupational health teams, or menopause champions so employees and line managers know exactly who to contact when they need help.
Physical and cultural work environment considerations
Research shows that physical work environments can significantly impact menopause symptom experiences. Policies should address how employees can request and access environmental modifications that help them manage symptoms comfortably. Beyond physical accommodations, creating a workplace culture that's open and accepting of menopause and other reproductive health issues helps overcome taboos and facilitates mutual support among staff. Surveys indicate cultural shifts around menopause can positively influence how employees experience menopause symptoms at work.
Access to comprehensive healthcare support
While workplace accommodations address the day-to-day management of symptoms, many employees will also need access to medical intervention. Menopause Action Plans should consider how employees can access mental and hormonal health support, and treatment options like hormone replacement therapy (HRT). HRT is highly effective at reducing symptom severity, and therapeutic interventions like cognitive behavioral therapy can reduce work impairment. Organisations that integrate clinical support with workplace accommodations provide the most comprehensive pathway for employees to thrive through this transition.
Why menopause support in the workplace is a business and legal priority
Eight in ten menopausal people are in the workforce. According to research from CIPD, the impact of unsupported menopause symptoms on both employees and employers is substantial:
- 67% of women with menopause symptoms say they have a mostly negative effect on them at work, reporting decreased concentration (79%) and increased stress (68%)
- 27% of women say menopause has negatively affected their career progression, with this figure rising to 36% among women with disabilities and 38% among ethnic minority women
- Additionally, one in five women have considered leaving their jobs due to a lack of support in managing menopausal symptoms
There is a direct economic cost to these systemic workforce challenges. Menopause costs the UK economy an estimated 14 million working days annually, or approximately £1.8 billion in lost productivity. When experienced, skilled employees leave due to lack of support, employers face the costs of knowledge loss and team disruptions, in addition to the costs associated with rehiring.
Employers across the UK are recognising that menopause workplace support is foundational to equity and retention. Organisations that view menopause support as a strategic investment rather than a compliance burden will see returns in employee loyalty, reduced absenteeism, and enhanced employer brand.
Carrot provides UK employers with evidence-based menopause care, so employees can access tangible workplace support that’s aligned with the expectations of Menopause Action Plans. With the new CarrotMatch: Menopause Provider Matching expansion, UK members can now access in-person and virtual consultations through Medical Prime for specialised care, hormone therapy, and menopause-related prescriptions to save time and reduce costs.
FAQ
When does the bill come into effect?
The Employment Rights Bill received Royal Assent in December 2025, becoming the Employment Rights Act 2025. However, most provisions will be implemented in phases between April 2026 and 2027. Menopause Action Plans become voluntary in April 2026 and mandatory for employers with 250+ employees in 2027.
What must a Menopause Action Plan include?
While detailed regulations are being finalised through consultations closing in 2026, Menopause Action Plans will likely need to include: assessment of how menopause affects your workforce, practical workplace accommodations (environmental and scheduling), manager training on symptoms and support, and access to medical and mental health resources. Plans must demonstrate clear, proactive steps to support employees experiencing menopause.
When will employers need to comply with the Employment Rights Bill?
Voluntary compliance begins in April 2026, allowing early adopters to implement Menopause Action Plans and establish best practices. Mandatory compliance with enforcement mechanisms begins in 2027 for employers with 250 or more employees. The phased timeline gives organisations time to conduct employee consultations, develop comprehensive policies, and train managers before legal requirements take effect.
Who is covered under the new legislation?
The menopause provisions apply to all UK employers with 250 or more employees. However, because menopause can affect anyone with ovaries — including trans men, nonbinary individuals, and those experiencing medical menopause — inclusive policies should extend support regardless of gender identity. Additionally, while the mandatory requirements apply to larger employers, smaller organisations are encouraged to adopt voluntary measures to support their workforce.
What is a menopause policy?
A menopause policy is a formal document that outlines how an organisation supports employees experiencing perimenopause, menopause, and postmenopause. It typically includes information about symptoms and their workplace impact, available accommodations and adjustments, processes for requesting support, manager responsibilities, and relevant legal protections. The policy should be easily accessible to all employees and integrated into broader health and well-being initiatives.
Menopause policy at work: Make the Employment Rights Bill a strategic advantage
The UK Employment Rights Act 2025 represents a historic moment: the first time menopause has been embedded in workplace legislation. Employers with 250 or more staff will need published Menopause Action Plans by 2027, but the opportunity to begin voluntary compliance and preparation exists today.
This legislation recognises what many organisations already understand — that supporting employees through major hormonal transitions is both ethically right and economically sound. The data is unambiguous: unsupported menopause symptoms drive talented, experienced employees out of the workforce, costing organisations recruitment expenses, productivity losses, and institutional knowledge.
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