Menopause Action Plans: What UK employers need
to do before 2027

From April 2026, employers with 250 or more employees are expected to publish a Menopause Action Plan alongside their gender pay gap report. From early 2027, it becomes  a legal requirement under the Employment Rights Act 2025.A Menopause Action Plan is a  formal, written commitment that sets out how your organisation supports employees  experiencing perimenopause and menopause — covering policy, adjustments, manager  training, and specialist support. This guide explains exactly what to include and how to get compliant.

• Menopause-related tribunal claims have tripled in recent years

• 67% of women say menopause negatively affects their work

• 1 in 4 women consider leaving their job because of symptoms

• Over 2 in 5 employees are uncomfortable talking about menopause at work

Download to understand:

• What menopause action plans mean under the Employment Rights Act

• What “good” menopause support looks like in practice

• The common gaps that increase legal and ER risk

• The practical steps employers should take now

• How to prepare for mandatory requirements in 2027 without over-engineering

What is a Menopause Action Plan?

A Menopause Action Plan is a formal, written commitment that sets out how your organisation supports employees experiencing perimenopause and menopause. It covers your policy position, the workplace adjustments you offer, how managers are trained to respond, and what specialist support employees can access.

It is distinct from a general menopause policy. A policy states your organisation's principles. An action plan sets out the specific, practical steps you are taking — and is the document the Employment Rights Act 2025 requires large employers to publish.

Is a Menopause Action Plan now a legal requirement?

From April 2026, employers with 250 or more employees are expected to publish a Menopause Action Plan alongside their gender pay gap report. At this stage it is voluntary, but the expectation is clear and early adoption is strongly encouraged by the government.

From early 2027, publication becomes a legal requirement for large employers under the Employment Rights Act 2025. Employers who do not comply risk reputational and regulatory consequences as enforcement guidance is finalised.

If your organisation has 250 or more employees, you should be preparing your plan now.

The timeline: what UK employers need to do in 2026 and 2027

April 2026 — Employers with 250+ employees are expected to publish a voluntary Menopause Action Plan alongside their gender pay gap report. No penalty for non-compliance at this stage, but early publication demonstrates commitment and gives you time to refine your approach.

Early 2027 — Publication becomes a legal requirement under the Employment Rights Act 2025 for large employers. Compliance will be assessed alongside existing gender pay gap reporting obligations.

Now — Organisations should be drafting or reviewing their Menopause Action Plan, ensuring it meets the requirements set out below, and putting the internal processes in place to support it.

What to include in a Menopause Action Plan

Under the Employment Rights Act 2025, a compliant Menopause Action Plan should cover:

1. A written menopause policy — setting out your organisation's commitment and the support available to employees
2. Manager training — ensuring line managers can have informed, sensitive conversations and know how to signpost support
3. Reasonable adjustments — including flexible working, temperature control, uniform options, and attendance flexibility
4. Access to specialist support — clinical guidance, coaching, or a dedicated menopause service for employees who need it
5. Awareness and education — resources for all employees, not only those experiencing menopause
6. Reporting and review — how you will measure the plan's effectiveness and update it on an annual basis

How Peppy supports your Menopause Action Plan

Peppy provides clinically-led menopause support that directly fulfils the specialist support requirement in your action plan. Employees get access to menopause specialists  through the Peppy app, with personalised guidance on symptoms, treatment options, and workplace adjustments.

For HR and benefits teams, Peppy provides the reporting and outcomes data you need to demonstrate the impact of your plan year on year.