Conversations about menopause in the workplace are finally gaining the attention they deserve. More employees are speaking openly about how symptoms affect their working lives, while more employers are recognising the need for flexibility and practical support.
The Employment Rights Bill proposes to shift the topic of menopause from wellbeing to one with clearer expectations and responsibilities for everyone involved.
At present, there are no specific legal rights in the UK that relate directly to menopause.
However, employees may still be protected under some existing employment laws, depending on their circumstances. If menopause symptoms have a substantial and long-term effect on someone’s daily life, they could be classed as a disability.
What the Employment Rights Bill Proposes:
The upcoming Employment Rights Bill aims to make menopause support a formal workplace matter rather than a discretionary one.
The Bill proposes that:
- Large employers (with 250+ employees) will be required to publish “Menopause Action Plans” setting out what steps they’re taking to support employees experiencing menopause.
- These plans will likely include measures such as flexible working options, temperature and uniform adjustments, training for managers, and clear procedures for managing absence or performance concerns linked to menopause.
- The requirement is expected to become voluntary from 2026, and mandatory by 2027, giving employers time to prepare.
- Smaller employers will be encouraged to adopt similar measures through official guidance and best-practice recommendations.
What does this mean for Employers and Employees?
For employers:
This change encourages a proactive approach — not just compliance. Having a menopause action plan helps build an inclusive workplace, improves staff retention, reduces absenteeism, and demonstrates commitment to equality and wellbeing.
For employees:
The new plans will bring greater transparency and consistency. Employees can expect clearer policies, fairer treatment, and more open conversations around menopause without stigma or fear of discrimination.
So while there are currently no specific menopause-related rights, the Employment Rights Bill represents a major step toward recognising menopause as a genuine workplace issue, one that deserves structured support and respect on both sides of employment.
Stay up to date
Track the latest developments and estimated timeframes on our Employment Rights Bill Dashboard.
