For the first time in UK history, menopause has been explicitly recognised in employment law through the Employment Rights Bill. Large employers will be legally required to introduce menopause action plans by 2027, while smaller firms are encouraged to follow suit.
Key changes in employment law
- The Employment Rights Bill names menopause directly in legislation, marking a fundamental shift in workplace equality
- Organisations with 250+ employees must publish menopause action plans by 2027. These plans should outline how they will support staff experiencing menopause, similar to gender pay gap reporting
- While not legally bound, smaller businesses are strongly encouraged to adopt voluntary measures with government guidance available
According to a recent study by the Menopause Experts Group, the number of employment tribunals which reference the menopause was 204 cases in 2024. Data for 2025 confirms a further increase with menopause related claims now forming a significant part of workplace disputes.
More worryingly, a report on Menopause and the Workplace* found one in 10 women have left their job because of the symptoms of the menopause. This is equivalent to 333,000 women across the UK. Furthermore 14% reduced their hours and 8% of women surveyed had not applied for a promotion due to their symptoms.
Businesses are finding it more difficult to retain staff and to find good candidates for vacancies in the current climate so to lose talented employees simply because they are not getting the support they need during this normal and expected life transition period is tragic. The good news is, with the right knowledge and approach, it is very much avoidable.
Why is this happening?
Many women do not feel they can raise this with their employers. Almost half of the women who did raise it said nothing was done to support them.
Two in five of women polled said they had seen menopause and their symptoms treated as a joke at work. Three in five said they had lost motivation at work due to their symptoms and 52% had lost their confidence. For those women who had taken time off work due to the menopause, two in five citied anxiety or depression as the reason as they did not want to admit it was due to the menopause.
Brain fog, lack of sleep, hot flushes and low self-worth are just a few of the symptoms which are often at the essence of workplace banter; and whilst many will go along with this to save face, many report this has more of a negative impact on them than they actually disclose.
Practical steps for business owners
- Audit current policies to check whether menopause is covered
- Prepare for reporting, particularly large companies ahead of the 2027 deadlines
- Train managers, Emphasis provide training both online and face to face to ensure line managers understand menopause symptoms and how to support their employees
- Communicate openly, create safe spaces for employees to discuss health issues without fear of stigma. Emphasis offers an independent Speak Up Service to allow your employees to talk to us in confidence
To find out more about our employment policy audit, help with reporting, management training or our Speak Up Service contact hello@emphasis.uk.com or call 01794 874232.
By Nicki Jones
