When I first started my menopause journey over 10 years ago, it simply was not something people openly talked about at work and if you did it was only with women of a certain age! There was little awareness, very little support, and certainly no expectation that employers should do anything.
That has changed dramatically.
We are now at a real turning point, not just culturally but legally. New legislation under the Employment Rights Act 2025 means that from spring 2027, (subject to final regulation) employers with more than 250 staff will be required to publish formal action plans showing how they support employees experiencing menopause.
This is a significant shift. Employers are moving from a reactive approach to a proactive one.
Employers will need to clearly demonstrate:
-What support is already in place
-How managers are trained to respond
-What adjustments are available
-How menopause is actively considered within the workplace
And importantly, this becomes part of formal reporting and compliance, not just a wellbeing initiative.
From my perspective, having been on this journey for many years, this change is incredibly positive.
While the legal requirement will apply to employers with 250 or more employees, the direction of travel is clear for all businesses.
Even if your organisation falls below this threshold, adopting a proactive approach now is simply good practice. It allows you to:
– Support and retain experienced employees
– Build a more inclusive and open culture
– Stay ahead of future regulatory expectations
This is where a strong health and wellbeing programme is important.
In my experience, many organisations already have support and sometime more available than they realise – but it is not always joined up, visible, fully unitlised or documented.
This is where we can help.
We work with employers to:
-Review your existing health and wellbeing proposition
-Identify gaps in your menopause support
-Ensure you are making full use of the tools already available within your employee benefits
-Design a practical, compliant and meaningful support framework
The most noticeable change over the last decade is this shift in expectation. Menopause is no longer something employers can overlook. It is becoming a governance, wellbeing and compliance issue all in one.
And rightly so.
Supporting employees through menopause is not just about preparing for legislation in 2027 – it is about recognising the value of your people and creating a workplace where they can continue to thrive at every stage of their working life.
Contact Wingate Benefit Solution at @info@wbs.e-innovate.dev or phone 01883 332260.
