Menopause is a deeply personal topic to us at hoomph. Some of us have lived it firsthand. Meanwhile, at some point in our careers, all of us have at least watched colleagues, friends, and employees at other businesses push through symptoms with inadequate support – no policies, wise words from managers, or sense that it was even OK to raise it. That’s exactly why we ran a full research project into the impact of menopause in the workplace a few years ago. And it’s why we’re still so keen to continue the conversation.
The good news is, people are finally paying attention – including the government. From spring 2027, menopause action plans will move from an optional nice-to-have to a functional necessity for employers with 250 or more staff (subject to legislation). It’s a truly landmark moment. But what does it mean in practice, and what do qualifying companies need to do to get ahead?
How menopause workplace policy is changing
From spring 2027, new menopause laws for employers will turn today’s voluntary approach to supporting staff into a statutory expectation. It comes as part of a wider framework that also covers gender pay gap reporting – all designed to improve gender parity and help women thrive at work. The new requirements, due by 30 March or 4 April 2027 (depending on your organisation type), state that every employer with more than 250 employees must provide at least one clear, fully evidenced menopause action plan to support those who may be affected by it in any way. This document must be submitted and published through the gender pay gap service, and provide tailored support beyond the bare minimum.
This menopause action plan 2027 requirement doesn’t just cover the headline event either – it covers perimenopause and postmenopause too. What’s more, while this significant life stage typically affects people aged 45–55, the guidance acknowledges that this bracket is not universal. There are often crossovers with conditions like endometriosis, fibroids, and polyendocrine metabolic ovarian syndrome (PMOS), for example, meaning plans must include reasonable adjustments for menopause impacting anyone experiencing it, at any stage.
Menopause policy isn’t just a compliance exercise
It’s excellent to see the regulatory scope broadening, given how misunderstood – and overlooked – this life-changing event can be. But there’s still a long way to go. As Sarah Stevens, our co-founder and director, puts it:
“Menopause can affect far more than physical health. Yet, we still underestimate the impact it can have on a woman’s mental health and sense of self. This isn’t just hot flushes and sleepless nights. For some women, anxiety, depression, brain fog, and a loss of confidence can be so overwhelming that they barely recognise themselves. It can put huge pressure on relationships, families, and careers. And at its most severe, some women even experience suicidal thoughts. Both as employers and as humans, we need to be honest about that reality.
“When a woman says, ‘I don’t feel like myself anymore’, we need to listen. She shouldn’t have to fight to be heard or have her experience dismissed. Menopause may be a natural life stage, but suffering in silence should never be.”
In other words, employers shouldn’t see these changes as a tick-box exercise, or another burdensome document on a mounting to-do list. The government's new menopause action plan legislation is designed, in essence, to form a baseline. What matters most is whether the actions you choose to employ as a business actually change anything for your teams. Guidance points towards implementing evidence-backed actions, built on findings from a literature review on menopause in the workplace by the Department for Work and Pensions, which includes:
Menopause awareness training for managers, so they can have confident conversations
Reasonable adjustments for menopause for people (at any age or life stage) whose symptoms are affecting their work
Occupational health support, where it's appropriate
Menopause risk assessments covering issues like temperature, ventilation, uniforms, and the physical realities of the job
Policy reviews to catch anything that ultimately disadvantages people experiencing menopause
Peer support networks, where they'd genuinely help
You’re also asked to think about who’s affected differently – ethnicity, disability, and socioeconomic background all shape how someone experiences menopause and what support is actually useful and productive. A blanket approach won’t cut it.
Managers are the make-or-break of menopause support
Even with the best-written menopause policy in the world, nothing matters if a manager doesn’t know how to respond when someone requests support. We’ve heard practically every version of a well-meaning yet wildly inappropriate response, from “it’s just part of getting older” and “are you sure it’s menopause?” to comments about someone “not being themselves” in front of the whole team. Don’t diagnose, don’t dismiss, and don’t assume. Ask, listen, and use well-honed HR expertise to determine what support will actually help on a case-by-case basis.
Equally, don’t be scared to (sensitively) raise concerns if it’s genuinely necessary. Menopause explains a lot, but it isn’t a free pass to ignore a dip in employee performance, nor is it an excuse to assume that’s the cause without speaking to the individual directly.
GAIL’s shows us what good looks like
Companies like GAIL’s bakery are leading the charge on what a good menopause action plan looks like. Published in summer 2026, what caught our eye wasn't the size of the brand behind it, but the substance. The plan covers everyone who might experience menopause (not just the obvious cases), including people going through it early, surgically, or as a result of medical treatment, and trans and non-binary colleagues too. It's clear on the legal picture, and it backs the warm words with tangible commitments: digital GP access, manager training, a resource hub, and an annual review.
You don't need GAIL's-sized resources to do this for your own business. Most of the companies we work with have fewer than 250 people – plenty have far fewer. Often, the biggest challenge is knowing where to begin. But a plan doesn't have to be a huge, glossy document. It can be a clear policy, a manager who knows how to have the conversation, and a bit of flexibility when someone needs it.
Practical menopause guidance for employers
The spring 2027 deadline might seem far away, but it’ll be here in no time. This isn’t to make employers feel overwhelmed by compliance – we want you to start thinking about what’s required sooner rather than later, so you can make the process feel steady and considered rather than implementing a knee-jerk solution when March and April roll around. What’s more, given how life-changing menopause can be, it shouldn’t be up to a legal policy alone to foster genuine, human support. This is a long-overlooked and heavily neglected topic, and there’s no time like the present to start leading by example.
Our advice is to start by reviewing your current menopause workplace policy and assess which parts still align, which are no longer fit for purpose, and where gaps might exist. Take time to understand reasonable adjustment for menopause properly, rather than defaulting to a one-size-fits-all approach. Conduct dedicated line manager training, so leaders feel confident and equipped to navigate sensitive conversations. Look at data, understanding whether your current processes could be the reason for persistent absences, grievances, or losing talent altogether. And, most importantly, talk to your people – firsthand experience is the best data you can get, and it’s essential for building trust in the long run.