The explicit inclusion of new menopause rules for employers in the Employment Rights Bill has prompted experts to urge employers to act now or face “real risks”.
Government analysis has estimated menopause costs around £1.5 billion each year due to women leaving employment, with the life stage costing the economy an additional £191 million through absence and £22 million through presenteeism as symptoms are managed on the job.
The focus on menopause support at work is long-overdue, according to Lee Fitzgerald, senior employee benefits consultant at NFP.
“A reading in the Lords is expected this month, with the intention for regulations to follow that will require large employers to begin publishing Menopause Action Plans from 2027.
“Flexible working options and practical workplace adjustments are also likely to feature, alongside training programmes to equip managers and staff with the right awareness and tools.”
He warned: “Employers who delay adapting their policies to reflect these changes face real risks. Inaction could lead to bottlenecks in adoption. In contrast, those who start updating their policies now, introducing measures such as flexible working, training for managers, and clear internal guidance, will be ahead of the law and better positioned to retain talent, support wellbeing, and show leadership in inclusion.”
Ultimately, organisations need to update their employee policies to ensure compliance, he added. Organisations will also need to provide tools and resources that support their people, which will unlock greater opportunities for human capital.
“Crucially, any action plan will be required to meet the standards of the Equality Act, ensuring legal compliance as well as cultural alignment. Larger employers, in particular, should begin considering the impact on their business now. Identifying responsible leads and starting to align internal policies will mean they are well-positioned once the final requirements are confirmed.
“Those who take a proactive approach will not only be ahead of the curve but will also avoid the significant pressure that could arise if employers leave compliance to the last minute.”
Fitzgerald said that the proposed legislation means that menopause is no longer a wellbeing “nice to have” but a compliance issue that HR leaders must address. With mandatory Menopause Action Plans on the horizon, organisations that embed flexible working, training and clear policies today will not only protect themselves legally but also strengthen retention and inclusion strategies.
