For too long, women have quietly reduced their hours, turned down promotions or left jobs they loved because menopause symptoms weren't understood at work. A new government scheme is starting to change that.
What's changing
- Who it applies to: employers with 250 or more staff in England, Scotland and Wales. These are the same organisations that already publish their gender pay gap each year.
- What they're asked to do: publish an action plan setting out the steps they're taking to close their gender pay gap and to support employees experiencing menopause. Each plan must include at least one specific menopause action.
- Who it covers: perimenopause and postmenopause, whatever your age. The government also encourages employers to extend support to conditions such as endometriosis, fibroids and PCOS.
- It's public: plans are published on the government's gender pay gap website, so anyone can look up what an employer has committed to.
The timeline
Action plans are voluntary right now, for the 2026 to 2027 reporting year. Under the Employment Rights Act 2025, they're set to become mandatory from spring 2027, subject to further legislation.
What you can do
- Look up your employer. If you work for a large organisation, search for it on the gender pay gap service to see whether it has published a plan.
- Ask HR. Find out whether there's a menopause policy, a named contact or a staff network you can use.
- Ask for adjustments. Flexible hours, a cooler workspace, breathable uniforms or easier access to toilets can all make a real difference. You don't need to wait for a plan to ask.
- Know your rights. Menopause isn't a protected characteristic on its own, but how you're treated because of your symptoms can be covered by existing equality law, for example on the grounds of sex, age or disability. If you're struggling, Acas and Citizens Advice offer free guidance.
Read the official guidance on GOV.UK →
This article is general information, not legal advice. Different rules apply to some public authorities in Scotland and Wales.
