Understand what the Employment Rights Act 2025 means for your organisation and how to build a menopause action plan that leads to meaningful support at work.
This detailed, practical guide will help you move beyond compliance, understand your workforce’s needs and create a plan that works in practice.
At a glance
The Employment Rights Act 2025 introduces a duty for larger employers to publish an equality action plan covering gender pay gap actions and support for employees experiencing menopause.
Employers have been able to publish plans voluntarily since April 2026. Mandatory publication is expected from spring 2027, subject to legislation.
This guide explains what the changes mean for employers, with a step-by-step framework on how to prepare mapped directly to the government’s six recommended steps.
What’s inside
- The Employment Rights Act menopause requirements, including who they apply to and when publication is expected
- The difference between a menopause policy and a menopause action plan
- The six recommended menopause actions employers can choose from
- A step-by-step approach to assessing needs, choosing actions, delivering support and measuring progress
- Practical guidance on workplace adjustments, manager training and access to specialist care
- Related Employment Rights Act changes affecting reproductive and family health, including bereavement leave following pregnancy loss, paternity and parental leave, statutory sick pay, and flexible working
This guide is for information purposes and does not constitute legal or clinical advice. Employment law obligations depend on your organisation’s circumstances, and the regulations underpinning the mandatory duty have not yet been made. Please take your own legal advice.
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