Menopause Action Plans – Change is Coming

From 2027, larger employers in the UK (those with over 250 staff) will be required to have a menopause action plan in place. These plans are designed to create clear, practical strategies for supporting employees navigating menopause – and the reality is, they’ll soon become a vital part of every workplace wellbeing agenda.

This shift hasn’t come out of nowhere. For years, evidence has shown the scale of the problem: around six in ten employees say menopause has negatively affected their working life, and almost 900,000 women have left jobs because of unmanaged symptoms. On top of that, legal cases are rising fast – menopause-related tribunal claims tripled between 2022 and 2024. Businesses can’t afford to ignore this any longer.

What is a Menopause Action Plan?

Think of it as a roadmap for businesses to raise awareness, offer the right adjustments, and build a culture where people feel supported rather than sidelined. It’s not just about compliance it’s about creating an environment where women can stay, thrive, and bring their best to work.

How I Support Businesses

This is where my work comes in. I help organisations design and implement bespoke menopause action plans that go far beyond a tick-box exercise. My approach includes:

• Educational workshops for staff and managers, cutting through myths and building real understanding.
• Tailored frameworks to fit your company culture and workforce needs.
• Practical strategies for supporting performance, attendance, and wellbeing.
• Policy integration and HR support so that your action plan is not just a document, but a living part of your workplace strategy.

I’ve worked with both individuals and corporates for years, helping women regain balance through science-backed, holistic approaches. Bringing that expertise into the workplace ensures your menopause action plan is meaningful, effective, and makes a real difference.

Over 70% of women say their menopause symptoms affect them on a daily basis

Many businesses are now adding menopause workshops and education to their wellness strategies to ensure they are supporting women through their menopause journey.

Despite the menopause being a natural transition, many women still feel there is a huge stigma attached to it. In the workplace this seems to be exacerbated with women feeling if they mention their symptoms they may be seen as incapable of doing their job or passed over for promotion.

My work with corporates helps to change the whole company dialogue and attitude around the menopause offering seminars for both men and women and starting from the grass-roots up. Speaking to the team member and empowering them with knowledge and where to get support whilst working within the company’s corporate wellness strategy.

The biggest changes in the workplace will come when we have an open dialogue, education for all team members and a support structure within the business. This looks different for every business I work with and so a café style approach is what I help businesses develop.