Menopause in the Workplace: New Protections Under the Employment Rights Bill

16 Oct

The UK government’s proposed Employment Rights Bill aims to transform workplace policies, offering stronger protections for all employees, including those experiencing menopause. As part of the broader "Plan to Make Work Pay," this Bill is designed to promote fairness, equality, and wellbeing across workplaces, with a particular focus on advancing gender equality.

What Are Equality Action Plans?

One of the key elements of the Bill is the introduction of "Equality Action Plans," which will require employers to actively support individuals experiencing menopause as part of broader gender equality initiatives. The Bill proposes amending the Equality Act 2010 to introduce these plans, ensuring that larger employers (those with more than 250 employees) address gender equality issues, such as closing the gender pay gap and providing menopause support.

This is especially significant, as menopause can deeply affect working life. Equality action plans will ensure that employers are held accountable for providing necessary support, helping individuals manage the physical and emotional challenges of menopause while remaining valued and productive members of the workforce.

Key Requirements for Employers

Under the proposed Bill, employers must:

Develop and publish an equality action plan that includes measures to support employees experiencing menopause.
Review and update these plans regularly, though not more frequently than every 12 months.
Ensure senior leadership approves the plans, demonstrating a commitment to gender equality throughout the organisation.

What Does Menopause Support Look Like?

The Bill allows flexibility for employers to tailor their support for menopausal employees, but possible approaches could include:

Flexible working arrangements: Making flexible working the default, as proposed in the Bill, can help employees manage symptoms and maintain a healthy work-life balance.
Awareness and training: Employers can provide training for managers and staff to raise awareness about menopause, fostering a more understanding and supportive workplace.
Health and wellbeing initiatives: Access to health resources, such as counselling, wellness programs, or support groups, can assist employees in navigating menopause effectively.

Why Is This Important?

Menopause can present a range of challenges, from physical symptoms like hot flushes and fatigue to emotional ones such as anxiety and mood changes. Without adequate support, these can interfere with professional life, potentially leading to absenteeism, reduced productivity, or even decisions to leave the workforce.

By requiring employers to offer menopause support, the Employment Rights Bill ensures that individuals do not have to choose between their health and their career. This Bill reframes menopause as not just a personal health issue but a workplace issue that must be addressed to foster gender equality.

When Will These Changes Take Effect?

The proposed reforms, including the requirement for equality action plans, are expected to take effect no earlier than 2026, following consultations in 2025. This timeline gives employers sufficient time to prepare while ensuring the reforms are thoughtfully implemented.

Looking Ahead

The inclusion of mandatory menopause support in workplace equality plans represents a significant step forward in creating inclusive, fair, and supportive environments. While specific regulations and guidance are still to be finalized, the introduction of this legislation signals a more inclusive future for workplaces across the UK.

For individuals experiencing menopause, this Bill offers crucial recognition of their needs, ensuring that gender equality policies cover every stage of life and work.

Julie Morgan