From April 2026, organisations with 250+ employees are expected to voluntarily publish Menopause Action Plans, with mandatory reporting likely to follow in 2027.
For HR and business leaders, this is more than a compliance exercise—it’s a workforce risk issue.
The Reality:
- Many mid-career women report menopause symptoms affecting their work
- Tribunal claims referencing menopause continue to rise
- Line manager capability remains the biggest gap we see in large employers
Yet many organisations are still underprepared.
What should employers be doing now?
- Audit existing policies and data
- Train line managers to handle conversations confidently
- Identify practical workplace adjustments
- Build a clear, publishable menopause action plan
- Normalise the conversation internally
April 2026 is the preparation window, not the start date for action.
Organisations that move early will be best placed to retain experienced talent, reduce risk, and demonstrate genuine inclusion.
If your organisation has 250+ employees and menopause isn’t yet on your 2026 HR roadmap, now is the time.