Menopause, Momentum and Meaningful Change

There’s a shift happening and it’s long overdue!

Menopause has previously sat in the background of workplace conversations and is often invisible in organisational policy. But now, with the UK government encouraging employers with 250+ employees to publish voluntary menopause action plans (set to become mandatory in 2027) we’re seeing a clear shift as this is an essential change.

This moment is bigger than compliance, it’s an opportunity to reshape workplace culture, close persistent gender gaps and build environments where people can truly thrive at every life stage.

Understanding Menopause and Perimenopause and Who it Affects

Menopause is when your periods stop due to lower hormone levels. It usually affects women between the ages of 45 and 55, but it can happen earlier.

Perimenopause is when you have symptoms of menopause, but your periods have not stopped. Perimenopause ends and you reach menopause when you have not had a period for 12 months.

Menopause and perimenopause can cause symptoms like anxiety, mood swings, brain fog, hot flushes and irregular periods. These symptoms can start years before your periods stop and carry on afterwards.

Menopause in the Working World

So many people struggle with menopause at work, often people at the peak of their careers and yet many employees who experience symptoms report feeling unsupported, misunderstood and even forced to step back from roles they’ve worked years to build. This is fundamentally a gender equity issue and ignoring menopause doesn’t make it go away.

There is often a lot of uncertainty around how the working word supports women dealing with menopause symptoms, so much so that it leaves women wondering “can you be signed off work with menopause?”

Menopause Policy at Work: A Step Forward

The government’s move to introduce voluntary menopause action plans, linked to gender pay gap reporting, is a positive step. It signals recognition that menopause plays a role in broader workplace inequality. But waiting until 2027 to act isn’t leadership and we highly encourage employers to get ahead of the game.

Forward-thinking organisations won’t treat this as a tick-box exercise. They’ll treat it as a catalyst for real, meaningful change.

The question isn’t “Do we have to do this?” It’s “Why aren’t we already doing this?”

What Does a Meaningful Menopause Action Plan Look Like? 

A strong menopause action plan goes beyond policy documents and basic requirements. It’s about embedding understanding, flexibility and support into the foundations of your organisation.

That means:

• Education that normalises the conversation 
  Creating space for open, informed dialogue so that menopause is understood, not stigmatised.
• Training for managers 
  Equipping leaders with the confidence and tools to support their teams with empathy and clarity.
• Flexible working approaches 
  Recognising that symptoms can change and rigid structures don’t serve everyone.
• Clear, accessible support pathways 
  From occupational health to peer networks, employees should be able to easily access guidance on where they can turn.
• Data-driven accountability 
  Linking menopause support to gender pay gap insights ensures action isn’t just performative but that it’s also measurable.

The Time Is Now

2027 might be the deadline but the time for people to act is now. 

Get ready to lead this change!

Catch up on our Tackle The Taboo: Mention Menopause Webinar here!

(Reference: Action plans: list of actions - GOV.UK)