Menopause in the Workplace: Key Employment Law Changes Every Employer Must Know

The Employment Law Changes Every Employer Needs to Know About

The UK is making big strides in workplace inclusivity with the Employment Rights Bill, scheduled for 2026. This legislation is more than just a policy update—it’s a cultural shift, especially for women navigating menopause. If you're an employer, or someone approaching or going through menopause this is what you need to know.

Why Menopause in the Workplace Matters

Menopause isn’t just hot flushes and hormone shifts—it’s a life stage that can have a profound impact on women’s careers. Symptoms like brain fog, anxiety, and fatigue can make it harder to focus, while the stigma surrounding menopause and lack of awareness often leaves women feeling unsupported. The result? Some women reduce their hours, don’t put themselves forward for promotions, or even leave the workforce altogether.

The new legislation aims to address some of these issues head-on.

What’s Changing?

The Employment Rights Bill aims to make workplaces more adaptable and empathetic. Businesses with over 250 employees will be required to put in place menopause action plans. The bill will include guidance for SMEs on how to support employees navigating menopause.

Day-One Employment Rights: Employees will now have essential rights from their first day, including parental leave and protection from unfair dismissal. For menopausal women, this means greater job security during a challenging phase of life.

Flexible Working as the Default: Flexibility becomes the norm, not a privilege. This is a game-changer for women managing symptoms like insomnia or fatigue, allowing them to adapt work patterns to suit their energy levels.

Health and Safety: Employers will be required to conduct risk assessments that include menopausal women Think improved ventilation, easy access to toilets, and uniforms that aren’t restrictive or overly warm. These small adjustments can make a huge difference.

 What Does This Mean for Employers?

Employers may need rethink how they support menopausal employees. Key areas to focus on, include: 

Recognising Menopause as a Workplace Issue: Menopause isn’t just a personal issue; it’s a workplace reality. Under the Equality Act 2010, severe symptoms may qualify as a disability, requiring reasonable adjustments like flexible hours or ergonomic support.

Creating Supportive Policies: A menopause policy will be mandatory for businesses with over 250 employees. It should include practical measures, such as remote work options and private rest areas, where possible. Staff training to handle conversations with sensitivity, awareness and respect is essential.

Encouraging Open Communication: Stigma loves silence. Make menopause an open topic in your workplace, whether through training sessions, wellness programs, or informal check-ins. This benefits not only women but entire team cultures.

How Women Stand to Benefit

These changes are a breath of fresh air for women feeling stuck between their biology and their working life.

Tailored Support: Flexible schedules, cooler uniforms, and a sympathetic ear from management can help women manage symptoms without sacrificing performance.
Legal Safeguards: With stronger protections in place, women should feel more confident to speak up about their needs without fear of discrimination.

Job Retention: Inclusive workplaces mean fewer women feeling forced to scale back on work. Business will benefit from retaining experienced, talented employees. 

What’s Next?

If you’re an employer, don’t wait until 2026 to act. Start looking  at your workplace now: Are your policies inclusive? Do your managers understand menopause? Are you creating a culture where everyone can thrive?

For women, these changes are a reminder that health and work life aren’t mutually exclusive.  Menopause isn’t a niche issue; it’s a workplace priority. With the right steps, the 2026 reforms could mark the beginning of a long-overdue transformation in how 51% of the population are supported when they need it most.

November 2024

Positive Pause deliver the most up-to- date menopause in the worklplace training for all employees and line managers.

Email us for our brochure: hello@positivepause.co.uk