MENOPAUSE ACTION PLANS
The UK government has announced a major new requirement for businesses: all companies with over 250 employees must now have an annually updated menopause action plan. This move is part of the broader Women’s Health Strategy, aimed at tackling critical health issues women face in the workplace. By recognising the substantial impact menopause can have on women’s professional lives, this mandate ensures businesses are prepared to support their employees through this natural phase of life.
This policy is a fantastic step forward for workplace equality and health support. It’s about time we acknowledged the importance of keeping experienced female talent and reducing the stigma around menopause. Companies now have the chance to lead by example, creating a culture of understanding and care.
Despite everything you’ve probably heard about the menopause, it’s not something to be feared and certainly not something to be avoided. It’s not a medical condition. And it’s not something that needs to be fixed . Menopause is, essentially, the transition that all women will go through that signals an end to our fertile years. Most women will enter into menopause between the ages of 45 and 51, but some women will start this transition much earlier, either as a natural “early” menopause or as a medically-induced solution to another health condition.
Officially, the menopause happens when you haven’t had a period for a full 12 months; there are three menopausal phases - 1) perimenopause (the run-up to the menopause) 2) menopause (when there have been no periods for a year) 3) post menopause (the time after those 12 months without a period).
As women enter perimenopause, the production of two of our major hormones starts to slow down, our bodies gradually stop producing viable eggs and our periods stop.
Sounds easy, right. The trouble is (or can be!) that female hormones are an intricate blend and balance that impact so much of our wellbeing; from our physical appearance to our emotional health, our hormones play a vital role and these changes can hit some women really hard. It can impact our relationships, our mental health and our careers. But it doesn’t have to.
The UK government’s Women’s Health Strategy recognised the enormous impact getting the right support can have on women experiencing menstrual health issues. And Section 7 acknowledges the important role our employers have in this. This was strengthened in July 2024 when the incoming Labour government announced that all companies with over 250 employees will be required to produce and evidence an annually-updated Menopause Action Plan.
Menopause and the Workplace: Key Facts
- High Impact on Work: Around 75% of women experience menopausal symptoms that affect their daily lives, with over 25% describing the symptoms as severe and disruptive.
- Lack of Support: A survey by the CIPD found that 59% of women experiencing menopausal symptoms said it had a negative impact on their work, yet only 6% of workplaces have a menopause policy .
- Rising Awareness: Research shows that 30% of employers are starting to consider menopause when developing health and well-being strategies .
- Economic Impact: The Fawcett Society reported that 1 in 10 women have left their job because of menopause symptoms, leading to significant economic and productivity losses .
- The Right Support can Transform Your Business: PWC found that women who believe their employer supports their health and wellbeing are 3 times more likely to stay with their employer for more than 5 years.
For more detailed information, check out these sources:
Why a Menopause Action Plan is a Must-Have
Women make up nearly half of the UK’s workforce, and many will be working through perimenopause and menopause. It's clear that menopause is a workplace issue. The Labour Party has pledged to strengthen protections against menopause discrimination and require employers with 250+ employees to have a menopause action plan.
What Should Be in a Menopause Action Plan?
Whilst there is no prescriptive requirements set out yet by government, our advice for Menopause Action Plans remains unchanged: Your Menopause Action Plan should outline the steps your business will take to support employees through menopause, including...
- Communication: Ensuring that your culture is one that fosters open and positive discussions about perimenopause and menopause.
- Manager Training: Equip managers to proactively and positively support menopausal employees.
- Health Data Confidentiality: The steps you will take to protect employees’ health information.
- Reasonable Adjustments: Necessary by law to support the more debilitating symptoms of the menopause, things like flexible working, adequate toileting and shower facilities and DSE reviews should be considered.
- Policy Development / Review: Update policies to better support menopausal women and ensure that these are effectively communicated to staff and managers. (Although out of scope of the new requirements, consideration should also be given to including broader women’s health needs)
- Specialist Health & Wellbeing Support: Expand you existing wellness programs and resources to include specialist women’s health advice and support.
Legal Considerations
Under the Equality Act 2010, menopausal symptoms can be grounds for discrimination claims if they relate to protected characteristics like age, disability, or sex. Employers must also consider the Health and Safety at Work Act 1974, ensuring everyone’s health and welfare at work. The UK saw an increase of 44% in tribunal claims citing menopause in 2021 and anecdotal evidence suggests this trend hasn’t slowed since then.
As an example, in September 2023, Direct Line were forced to pay one employee just over £64,000 after a tribunal hearing heard that she had left her job due to “unfavourable treatment” because her menopause symptoms were unsupported.
Halcyon's Women's Health Support Packages
At Halcyon, we get it. Supporting women through menopause in the workplace is crucial but many employers don’t know where to start. We can help with that! Our women’s health support packages can help your business review, develop and deliver effective Menopause Action Plans, including providing that all-important specialist advice and support.
Sarah, our Founder, is passionate about transforming the way women’s health needs are supported in the workplace. Having struggled with endometriosis symptoms since her teens, and undergoing an enforced menopause in her 20s she knows first-hand what effective and ineffective support from employers looks like. For tailored support and to discuss our comprehensive packages, contact Sarah on 0333 3582359 or on email.
Sarah, our Founder, is passionate about transforming the way women’s health needs are supported in the workplace. Having struggled with endometriosis symptoms since her teens, and undergoing an enforced menopause in her 20s she knows first-hand what effective and ineffective support from employers looks like. For tailored support and to discuss our comprehensive packages, contact Sarah on 0333 3582359 or on email.
CONTACT US
Get in touch today if you are ready to provide meaningful support to women in your workplace. From the first phone call, we can talk about where you need help in your business, and work together to create a culture of understanding and openness.