Menopause Awareness Month – October 2026

Menopause in the Workplace – April 2027 is only around the corner, why employers need to act now

As we approach Menopause Awareness Month, employers have a valuable opportunity to move beyond awareness and take meaningful action.

The Employment Rights Act 2025 introduces a requirement for large employers (those with 250 or more employees) to publish Action Plans to demonstrate how they are supporting women and improving workplace practices. These Action Plans are currently voluntary and are expected to become mandatory from April 2027.

However, this is not just a challenge for large organisations as all organisations, whatever size should also be adopting this best practice. While they may not be subject to the same reporting obligations, they remain responsible for creating inclusive workplaces and managing legal risk effectively.

Most importantly, supporting employees through menopause is simply the right thing to do. Women aged 45 to 55 often represent some of the most experienced, skilled and influential employees. They are leaders, managers, technical specialists and key contributors whose knowledge and expertise can take years to replace.

Menopause – not just a health issue, it’s a business issue

Recent research conducted by law firm Mills & Reeve has found that one in ten women experiencing menopause leave their jobs because of the impact of their symptoms, while many others reduce their hours or step back from leadership opportunities. 

In addition, 52% of women surveyed reported losing confidence at work during menopause, highlighting the significant impact symptoms can have on performance, engagement and career progression. 

The result is a hidden retention crisis. When experienced employees leave, organisations lose knowledge, recruitment costs rise and productivity and succession planning suffer. 

Employment Tribunal figures – A Wake Up Call for employers

The latest Employment Tribunal statistics paint a clear picture. Menopause-related workplace disputes are rising rapidly, and organisations failing to support employees could face significant legal, financial and reputational risks.

Analysis of Employment Tribunal statistics revealed that claims citing menopause increased from just 64 cases in 2022 to 204 cases in the first quarter of 2025 alone – a 319% increase! Employment Tribunals are also increasingly hearing claims linked to disability discrimination, sex discrimination, age discrimination and unfair dismissal where menopause symptoms have played a significant role.

Employees are becoming increasingly aware of their rights and are more willing to challenge workplace practices that fail to provide appropriate support. For employers, this means that a lack of awareness, poor management decisions or failure to make reasonable adjustments can create significant legal exposure.

Awareness training is no longer a nice-to-have 

A common misconception is that menopause is solely an HR issue. In reality, organisations that successfully create menopause-friendly workplaces recognise that awareness, understanding and support must be embedded across the entire workforce.

• Leaders need to understand the strategic, cultural and legal implications of menopause in the workplace.

• Managers need the confidence and skills to have supportive, practical conversations with their team members.

• Colleagues need greater awareness and understanding to help foster an inclusive and supportive culture.

• Employees experiencing menopause need to know what support is available and how to access it.

• HR professionals need the knowledge and tools to develop and implement effective policies, processes and workplace adjustments.