In February 2023 the Labour party announced that large firms would be required to implement and publish Menopause Action Plans if they won the General election. The Deputy Labour Leader at the time, Angela Rayner said “Everybody should be supported to thrive at work. But all too often, women going through the menopause are being let down”.

Since the Employment Rights Bill has been published on the 10 October 2024, the Government has confirmed that a large employer is deemed as a business with more than 250 employees, and if these regulations are passed each business will be required to implement a Menopause Action Plan on how they will support employees through the menopause.

Whilst the exact details of what a Menopause Action Plan should include and how frequent it has to be produced has not been determined, it is understood that businesses will not be required to produce the Menopause Action Plan more often than once every 12 months.

Practically a Menopause Action Plan could include:-

1. Mental Health Support – Access to medical health practitioners that can assist with employee well-being.
2. Communication channels – Clear, transparent and open channels of communication to encourage discussions around menopause, and for employees to know they have an avenue to feel supported.
3. Training – Training for all employees on this topic to raise awareness, and again encourage the communication channels.
4. Equality Act – Make sure that your Menopause Action Plan compiles with the legal obligations under the Equality Act 2010.
5. Flexible working – Flexible working arrangements can help employees manage their symptoms.
6. Work place adjustments – changes to the working environment can assist employees to manage their symptoms, these could include fans, more frequent breaks, access to cold water.
7. Menopause policy – Consider if a policy will serve a purpose rather than it simply being another ‘policy’. Any menopause policy should be drafted bespoke to the business it represents and tailored to the workforce.

Recent employment tribunal data has shown that menopause related employment tribunal cases have increased by 87% between April 2023 and March 2024. Unless businesses start to engage in this area of regulation seriously, the liability exposure could be significant.