Menopause Action Plans explained: What employers need to know

Key takeaways:

• Earlier this year, the UK government launched Menopause Action Plans (MAPs) under the Employment Rights Act 2025.
• Dr Mridula Pore, CEO & Co-Founder, Peppy Health, says the launch of MAPs moves menopause from “a discretionary wellbeing initiative to a legal obligation with real accountability attached”.
• Find out more about MAPs, what should go into creating a plan – and why menopause support is essential for attracting, engaging and retaining top talent.

As the year continues to unfold, employers are navigating a raft of employment rights reforms introduced by the Employment Rights Act 2025 – a key pillar of the UK government’s plan to Make Work Pay.

As part of broader efforts to improve equality, and help women thrive at work, the government has introduced action plans to help address gender pay gaps and support staff experiencing the menopause.

This includes Menopause Action Plans (MAPs) which aim to move employer-led menopause support from an informal initiative to an organisational commitment, with a clear plan in place.

What is a Menopause Action Plan?

Subject to legislation, firms employing 250 or more employees will be required to produce and publish action plans – including MAPs – alongside their gender pay gap data from Spring 2027. Some firms have already been voluntarily putting these plans in place or preparing ahead of next year.

Dr Mridula Pore, CEO and Co-Founder of Peppy, an employee health provider that specialises in employee health support, including menopause, says that MAPs mark a “genuine turning point”.

“For the first time, menopause moves from a discretionary wellbeing initiative to a legal obligation with real accountability attached to it. That shift in status changes the conversation entirely,” she added.

The government has also published guidance on creating action plans, outlining how businesses can identify workplace issues, choose relevant steps, and measure the outcome of actions[1].

Menopause Action Plan: Peppy’s recommendations for employers

Based on the above guidance, personal experience and expertise, Dr Mridula has shared the following considerations for employers when it comes to creating their MAPs.

1. Understand where menopause risk shows up. Review absence, employee relations and performance cases where menopause may be a factor and identify patterns.

2. Create a menopause policy. Set out your organisation’s commitment, including the new and existing support available to employees and planned actions.

3. Make early support easy to access. Ensure employees can access confidential, expert support without relying solely on manager confidence.

4. Set out workplace adjustments clearly. Treat menopause adjustments as you would with any other health-related adjustments. Consider changes such as flexible working hours, workplace temperature control, ventilation, and ergonomic office furniture.

5. Equip managers properly. Provide managers with clear guidance and training to help them understand the impact of menopause symptoms, understand the support that’s available through work, and have supportive conversations with employees.

6. Communicate clearly. Make support visible, simple and easy to find, both for employees and managers.

7. Review and improve. Treat the plan as a live document, using feedback and data to close gaps.

8. Monitor progress. Monitor progress to understand whether interventions are working and where gaps continue to exist.

Dr Mridula Pore, CEO and Co-Founder, Peppy

“The overall aim is early intervention,” says Dr Mridula. “Menopause cases rarely escalate because of bad intent; they escalate when symptoms are raised late, handled informally or inconsistently, or when managers feel unsupported,” she adds.

With a clear framework, businesses can create a culture where employees feel understood, line managers feel supported, and employers are better able to attract, engage, and retain top talent.

Why menopause support in the workplace matters

With almost eight in 10 menopausal people in work[2], and MAPs now on the agenda for some employers, it’s an issue that businesses can no longer shy away from.

For employers, getting menopause support right is crucial not just at an individual wellbeing level but it’s also important to help employers attract and retain top talent.

Previous research from the Fawcett Society found that one in 10 women who have been employed during the menopause have left a job due to menopause symptoms[3].

For others, the lack of workplace support is prompting them to look elsewhere. In fact, research from the Chartered Institute of Personnel and Development (CIPD) found that 17% of staff considered leaving work due to a lack of menopause-related support – and a further six per cent have left the workforce[4].

“Menopause sits at the intersection of health, discrimination, absence and retention. As tribunal access expands and scrutiny increases, employers will need to show not just that they had a policy, but that support worked in practice when issues arose,” she says.

While MAPs form a key part of the Employment Rights Act 2025, Dr Mridula also points to other potential benefits for employers who act early. “Employers who act early will be better positioned – not just legally, but as workplace destinations for experienced talent.

“Organisations that demonstrably support employees through the menopause will have a meaningful retention and recruitment advantage,” Dr Mridula adds.

Supporting women’s health at work: both now and in future

Action plans provide a crucial structured framework for larger companies. Yet Dr Mridula explains that, regardless of size or budget, employers can take additional steps to support women’s health at work.

While awareness days and toolkits spark timely conversations, these activities must be underpinned by training managers and formal policies that set up expectations for staff, line managers, and HR.

“Leadership plays a critical role through storytelling,” Dr Mridula explains. “When leaders share their own experiences, it reduces stigma and builds trust.”

Tangible support offered by providers such as Peppy, which Vitality health members have access to, can give those impacted by menopause support with symptom management, mental and physical wellbeing.

Through the Peppy app, employees have unlimited access to specialist clinicians via chat, consultations, topical articles, and live expert events.

Register for our upcoming webinar

Ahead of World Menopause Day, join us for a webinar on Thursday 15th October @ 3pm BST exploring the menopause and how to navigate it before, during and after the transition. In the session, you’ll:

• Learn more about the menopause and perimenopause
• Explore employer responsibilities and the role of Menopause Action Plans
• Understand practical ways to manage support and advocate for your health.

Register here

[1] Creating an action plan: guidance for employers, Gov.uk, May 2026

[2] Menopause in the workplace, NHS England, March 2022

[3] Menopause and the workplace, Fawcett Society, 2022

[4] Menopause in the workplace: employee experiences in 2023, CIPD, October 2023

Related: Supporting women in the workplace