Deborah Garlick
CEO, Menopause in the Workplace by Henpicked
No longer just a ‘nice to have’ for employers, Menopause Action Plans will shift menopause support from informal good practice to employment rights, accountability and meaningful action.
This year’s International Women’s Day on March 8 marked a significant step for women in the workplace. Its theme ‘Give To Gain’ couldn’t be more apt as it coincides with the launch of Menopause Action Plans, which employers with over 250 employees are legally obliged to complete as part of the newly passed Employment Rights Act 2025.
Move to meaningful action
‘Give to gain’ perfectly captures what employers must give in time, training and resources to ensure they’re menopause-friendly. In return, employees stand to gain improved support, signposting, a sense of wellbeing and inclusion and enhanced confidence and performance at work. Women will be emboldened by this mandatory action to speak up for themselves or advocate for others who need structured support and understanding at work.
Responsible employers need not worry about the impending legislation and required changes. Designed to be a strategic plan covering policy, education, adjustments and culture, the Menopause Action Plan template provides a practical framework supporting inclusion, performance and retention. Having supported over 200 public and private sector organisations across different sectors to achieve the Menopause Friendly Accreditation, we know how to make the task ahead clear and achievable for employers.
To truly ‘give to gain’, employers should listen to employee experiences, review existing provisions, educate leaders and line managers and look to embed menopause into wider health and inclusion strategies.
A place to thrive
Breaking the taboo around menopause is opening wider conversations on menstruation and menstrual health in the workplace. Demand for menstruation training at work is rising, empowering people to recognise symptoms of menstrual health conditions and seek support. The result is a happier, healthier workforce and a reduction in time lost to ill-health and absence.
To truly ‘give to gain’, employers should listen to employee experiences, review existing provisions, educate leaders and line managers and look to embed menopause into wider health and inclusion strategies. It’s important to realise this is not about special treatment; it’s about shaping a fair company culture where everyone can thrive.
