Menopause in the Workplace: Menopause Action Plans
Empowering Employers to Build a
Menopause Savvy Culture
The transition from "nice to have" to "legal necessity" is moving faster than most UK boardrooms anticipated. As we progress through 2026, the conversation around menopause at work has shifted. It is no longer just a matter of corporate social responsibility; it is now a core legislative priority.
With the 2027 mandates approaching, the grace period for vague "awareness" is closing. Forward-thinking organisations are already moving past basic internal memos and toward robust, audit-ready Menopause Action Plans. Whether you are preparing for the jump to mandatory reporting for firms with 250+ staff or seeking to align with BS 30416 standards, the goal is the same: future-proofing your business before the regulator does it for you.
"According to the CIPD 2023 Menopause in the Workplace report, 67% of women report a negative impact on their professional lives, highlighting the urgent need for a robust corporate strategy."
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Find out more about:
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CPD-Accredited Menopause Training for Line Managers
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Executive Coaching for Senior Leadership and Talent Retention
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Menopause Action Plans: Compliance and ISO Standards
Why "Best Practice" Is Now "Required Practice"
The cost of ignoring menopause is well-documented: loss of experienced talent, spiralling recruitment costs, and a decline in senior-level cognitive diversity. However, the stakes have now evolved from a retention issue to a compliance one.
The latest updates to the Employment Rights Act mean that the 2027 requirements are effectively baked into your current obligations. By the time the mandate officially hits, the government will expect to see more than just a PDF tucked away on your intranet. You will need to demonstrate:
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Lived Policies: Clear, accessible menopause policies that employees actually know how to use.
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The Paper Trail: Documented Action Plans that prove support isn't just anecdotal.
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Trained Leadership: Managers who can handle an adjustment request without panic or legal blunder.
Is your organisation ready?
To help you identify the gaps in your current strategy, we are currently offering a free audit of your Menopause Action Plan. It’s a straightforward way to see where you stand before the voluntary reporting window opens.
Expert Guidance: Implementing BS 30416 Standards
Navigating these shifts requires more than a generic HR template. It requires technical insight and lived experience.
As a key contributor to the BSI and ISO committees that shaped the global standards for menopause in the workplace, Lauren Chiren and the Women of a Certain Stage team provide the authoritative guidance needed to move your policy from a static document to a living culture.
We help you translate the complexities of the 2027 mandate into practical frameworks—from internal reporting systems to bespoke manager training—that meet the highest professional standards.
Preparing for 2027:
Three Immediate Steps
To stay ahead of the curve, we recommend three immediate focuses:
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Policy Audit: Does your current policy reflect the 2026 legislative updates, or is it several years out of date?
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Reporting Readiness: Are you prepared for the voluntary reporting phase of Menopause Action Plans starting this April?
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Leadership Empowerment: Ensure your management tier moves beyond "empathy" to practical, compliant support through targeted training.
Our Workplace Solutions
We provide a suite of services designed to help you achieve and maintain "Menopause Friendly" status:
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Executive Briefings: Navigating the legal and financial implications of the 2027 mandate.
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Manager Training: Practical tools for supporting team members while maintaining performance.
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Policy & Action Plan Development: Bespoke frameworks aligned with BS 30416.
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Menopause Mentors: Developing internal champions to sustain cultural change.
Don't Wait for the Deadline
The 2027 mandate isn't a surprise, it's a scheduled event.
Whether you are starting from scratch or refining a legacy policy, we can help you build a workplace where every individual can thrive through all stages of life.
Women of a Certain Stage coaching and training teaches clients to implement effective and simple solutions to increase attraction, retention, and performance and improve employee engagement and satisfaction.
Menopause in the workplace: Expert Lauren Chiren designs all corporate training in collaboration with her global team of associates.
Lauren is a member of the International Menopause Society and the Royal College of Medicine and is actively involved in the latest research on all things pertaining to menopause.
To discuss approaches to education and support for your teams, please contact Lauren for an initial chat.
Public courses
Study Authors and Date
Participant Sample Details
Methodology
Reported Symptoms and Impacts
Workplace Support and Interventions
Economic and Performance Outcomes
Source
Gorham & Langham (2024) / NHS Confederation
Extrapolated data from BCS70 (aged 46-48) and Reproductive Health Services assume menopause age 45-55.
Economic longitudinal analysis and econometric modelling.
Severe symptoms correlate with higher rates of economic inactivity due to ill-health.
Not in source
Annual UK cost: £1.5 billion due to unemployment (60,000 women); £191 million due to absenteeism; £22.4 million due to presenteeism.
[1]
Beck, V. A., & Financial Services Skills Commission (2021)
2,089 women and 287 men (including trans men) in UK financial services, primarily white and able-bodied.
Online surveys, focus groups, and in-depth interviews.
53% reported a lack of confidence; 40% found it difficult to enjoy work. 'Brain fog' and tiredness were noted as highly disruptive.
Less than 25% disclose status at work. Findings suggest talent loss but highlight that appropriate support allows for career progression.
47% are less likely to apply for a promotion, and 52% are less likely to take on extra responsibilities. Only 4% reported reduced seniority.
[1]
Bryson et al. (2022)
3,405 women from the 1958 UK National Child Development Study cohort, followed up to age 55.
Longitudinal survey analysis.
Psychological symptoms (anxiety and depression) reduce employment rates by 1-2 percentage points (2-4 if bothersome). Vasomotor symptoms had less impact.
Not in source
Early menopause (before age 45) reduces months in employment by 9 percentage points during a woman's 50s.
[1]
Atkinson et al. (2021)
1,684 police staff, PCSOs, and volunteers aged 40+ across various menopause stages.
Online survey and qualitative analysis.
Symptoms considered 'bothersome' were linked to wearing uniforms, caring responsibilities, and male-dominated environments.
Support was disparate; female-dominated forces (e.g., Force B) were reported as significantly more supportive.
Front-line staff reported more negative impacts on work performance compared to office-based staff.
[1]
Hardy et al. (2018a)
Women aged 45-60 experiencing 10+ problematic hot flushes/night sweats weekly; working full-time in non-manual jobs.
Multicentre Randomised Controlled Trial (RCT) evaluating self-help CBT booklets.
Hot flushes and night sweats (HFNS). Symptoms impacted work adjustment and led to increased presenteeism.
The self-help CBT booklet significantly reduced symptom problem ratings and improved work/social adjustment at both 6 and 20 weeks.
Reduced work impairment due to menopause-related presenteeism at 20 weeks; no significant difference in absence or turnover.
[1]
Schei & Abernethy (2024)
11,870 users of 'Peppy' app (2,432 in 180-day follow-up); mostly perimenopausal women with moderate/severe symptoms.
Longitudinal single-arm evaluation (pre-post) of a digital health application.
Psychological symptoms were identified as the strongest predictors of work impairment.
Digital app providing expert advice and courses. A linear relationship was observed between engagement and the reduction in work impairment.
Small but significant decrease in severity of symptoms and reported work impairment over a 180-day period.
[1]
[1] Menopause in the Workplace Literature Review - GOV.UK
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“I found Lauren's knowledge insightful and she was able to make the topic 'real' for us all.”
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