UK Employment Rights Bill Puts Menopause Support at the Forefront of Workplace Policy

The UK’s new Employment Rights Bill is making headlines as “the biggest upgrade to workers’ rights in a generation,” marking a pivotal moment in employment legislation. For the first time in UK law, menopause is explicitly named in legislation, signalling a fundamental shift in how workplace wellbeing is approached and regulated.

This groundbreaking inclusion represents more than symbolic recognition—it addresses a critical gap in employment support that has long affected women’s careers and organizational productivity. The legislation acknowledges menopause as a legitimate workplace consideration, moving beyond informal accommodations to formal legal requirements.

The financial implications of inadequate menopause support are staggering. Current data reveals the true cost of workplace inaction, with significant economic losses stemming from a lack of proper support systems. These figures underscore why legislative intervention has become necessary, as voluntary approaches have failed to address the scale of the challenge.

The ripple effects extend beyond individual experiences, impacting organizational performance, talent retention, and overall workplace culture. Companies that have previously overlooked menopause support are now facing the reality of mandatory compliance and the associated costs of delayed action.

Lee Fitzgerald, Senior Employee Benefits Consultant at NFP, has shared his thoughts on the long-overdue focus on menopause support:

“Government analysis estimates menopause costs around £1.5 billion each year due to women leaving employment, with an additional £191 million lost through absence and £22 million through presenteeism as symptoms are managed on the job. A reading in the Lords is expected this month, with the intention for regulations to follow that will require large employers to begin publishing Menopause Action Plans from 2027. Flexible working options and practical workplace adjustments are also likely to feature, alongside training programmes to equip managers and staff with the right awareness and tools.

“Employers who delay adapting their policies to reflect these changes face real risks. Inaction could lead to bottlenecks in adoption. In contrast, those who start updating their policies now, introducing measures such as flexible working, training for managers, and clear internal guidance, will be ahead of the law and better positioned to retain talent, support wellbeing, and show leadership in inclusion.

“Ultimately, organisations need to update their employee policies to ensure compliance, while also providing tools and resources that support their people—unlocking greater opportunities for human capital.

“Crucially, any action plan will be required to meet the standards of the Equality Act, ensuring legal compliance as well as cultural alignment. Larger employers, in particular, should begin considering the impact on their business now. Identifying responsible leads and starting to align internal policies will mean they are well-positioned once the final requirements are confirmed.

“Those who take a proactive approach will not only be ahead of the curve but will also avoid the significant pressure that could arise if employers leave compliance to the last minute.”

The timeline for implementation is clear: large employers will need to publish Menopause Action Plans from 2027. This requirement goes beyond simple policy statements, demanding comprehensive strategies that demonstrate genuine commitment to supporting affected employees.

Key elements likely to feature in the regulations include flexible working arrangements, practical workplace adjustments, and mandatory training programs. These measures aim to create environments where menopause symptoms can be managed effectively without compromising career progression or workplace participation.

Organizations that begin adapting their policies now will gain significant competitive advantages. Early adopters can refine their approaches, build internal expertise, and establish themselves as employers of choice for women navigating menopause.

The contrast between proactive and reactive approaches will become increasingly apparent as the 2027 deadline approaches. Companies that delay action risk facing implementation bottlenecks, rushed policy development, and potential compliance issues.

The requirement for Menopause Action Plans to meet Equality Act standards ensures that this legislation carries real legal weight. This alignment creates a comprehensive framework that protects both employees and employers while promoting genuine cultural change.

For larger employers, the impact assessment process should begin immediately. Identifying responsible leads, conducting internal audits, and starting policy alignment work will position organizations for smooth compliance when final requirements are confirmed.

The Employment Rights Bill represents a watershed moment for workplace equality and inclusion. By explicitly recognizing menopause in legislation, the UK is setting new standards for how employers support their workforce through significant life transitions.

The success of this initiative will depend largely on how organizations respond to the opportunity for proactive change. Those who embrace the challenge early will not only ensure compliance but will also unlock the full potential of their human capital, creating more inclusive and productive workplaces for all employees.

As the legislation progresses through Parliament, the message for employers is clear: the time for action is now. Waiting until 2027 is not just risky—it’s a missed opportunity to lead positive change in workplace culture and employee support.