Menopause has been a workplace issue for a long time, but 2026 marks a clear shift in expectations. New legal duties for large employers are being phased in under the Employment Rights Act 2025, alongside updated government guidance on menopause and gender pay gap action planning. (CIPD)

This article is designed as an information piece you can return to as needed. It covers what is now law, what is changing in 2026 and 2027, what the current legal protections already are, and what good menopause support at work looks like.

1) What is now law

The Employment Rights Act 2025 introduces a new legal requirement for large employers to publish Equality Action Plans focused on reducing gender pay gaps and supporting employees experiencing menopause. (CIPD)

These plans are not just a policy statement. They are intended to set out the actions an employer is taking, and they sit alongside gender pay gap reporting. (GOV.UK)

2) Who the new requirement applies to

The Equality Action Plan requirement applies to large employers, generally described as employers with 250 or more employees. (CIPD)

If your organisation has fewer than 250 employees, you may not be in scope for the published action plan requirement, but existing legal duties still apply. Those duties often drive the real risk and the real need for good practice. (Acas)

3) What happens when: key dates and phasing

The action plan requirement is being introduced in phases.

From April 2026, large employers are expected to begin preparing and are encouraged to publish plans voluntarily. (Farrer & Co.)

From spring 2027, the requirement is expected to become mandatory, subject to the final commencement details. (Farrer & Co.)

If you are an employer in scope, the practical message is simple: April 2026 is the start of the public expectation. Spring 2027 is the point where it becomes a compliance requirement.

4) What has not changed: the current legal position on menopause

Menopause itself is not a protected characteristic in the Equality Act 2010. (Acas)

However, ACAS is clear that menopause related treatment can still create legal risk, because someone may be protected through other characteristics, most commonly sex, age, and disability. (Acas)

The EHRC also explains that if menopause symptoms have a long term and substantial impact on day to day activities, they may meet the legal definition of disability, and this can trigger duties including reasonable menopause adjustments at work. (equalityhumanrights.com)

5) What Equality Action Plans are expected to cover

The new guidance for employers frames Equality Action Plans as practical plans to reduce gender pay gaps and support employees experiencing menopause. (GOV.UK)

While organisations will tailor plans to their context, the common expectation is that plans show:

What you are going to do
How you will implement it
How you will monitor progress and review actions (GOV.UK)

6) What employers should do now: a practical checklist

This section works whether you are a large employer preparing for reporting or a smaller employer improving practice.

A) Put a clear menopause support approach in place

Avoid leaving menopause to informal arrangements or manager discretion. A clear approach reduces inconsistency and helps staff know what support looks like. ACAS guidance stresses the importance of handling menopause related issues fairly, including absence and performance processes. (Active My Way)

B) Train managers to respond confidently and respectfully

Many issues arise through mishandled conversations, disbelief, jokes, or treating symptoms as a personal issue rather than a workplace issue. Manager training should cover:

What menopause symptoms can look like at work
How to have a supportive conversation
When to consider adjustments
How to manage absence and performance fairly (Active My Way)

C) Use menopause adjustments at work as normal practice

If symptoms are affecting someone at work, adjustments should be considered as part of normal good management. EHRC guidance sets out the link between menopause, discrimination risk, and the duty to make reasonable adjustments where disability applies. (equalityhumanrights.com)

Common adjustments that often help include flexibility on start times, temperature and ventilation, uniform adjustments, breaks, workload planning, access to quiet spaces, and support for sleep disruption.

D) Make it safe for people to disclose

People often do not disclose symptoms because they fear being judged as less capable. A supportive workplace culture includes:

Clear routes to speak confidentially
Consistent standards on dignity and respect
No tolerance for jokes, minimising, or stereotyping (equalityhumanrights.com)

E) Prepare a simple measurement approach

For action plans and for internal improvement, choose a small number of measures such as:

Manager training completion
Number of menopause related adjustments agreed
Staff survey confidence about support
Exit interview themes for experienced women (GOV.UK)

7) Quick FAQs

Is menopause a protected characteristic
No. But menopause related poor treatment can involve sex discrimination, age discrimination, and sometimes disability discrimination. (Acas)

Do employers have to make reasonable adjustments for menopause
It depends on the facts. ACAS notes that menopause can sometimes be considered a disability in discrimination law, and if someone is disabled, the duty to make reasonable adjustments for menopause at work applies. (Acas)

Does the new law apply to all employers
The published Equality Action Plan requirement is aimed at employers with 250 or more employees, with voluntary publication from April 2026 and mandatory reporting expected from spring 2027. (CIPD)

8) Links and guidance to keep handy

ACAS guidance on menopause and the law (Acas)
EHRC guidance for employers on menopause in the workplace (equalityhumanrights.com)
CIPD overview of Equality Action Plans under the Employment Rights Act 2025 (CIPD)
Employer action plan guidance published 4 March 2026 (GOV.UK)

Closing note

The legal direction of travel is clear. Menopause protection at work is moving from informal good practice to visible, planned action, especially for large employers. The most effective approach is to treat menopause as a normal workplace issue: practical, respectful, consistent, and grounded in fairness. (CIPD)