Upcoming changes under the Employment Rights Act 2025 are set to make menopause support a much bigger workplace priority for larger employers over the next two years.
Under the Act, employers with 250 or more employees will be required to publish Equality Action Plans outlining the steps they are taking to support employees experiencing menopause, alongside actions to address gender pay gaps. While these plans are currently voluntary, they are expected to become mandatory from Spring 2027.
As a result, we are seeing insurers, healthcare providers and wellbeing platforms significantly expand their menopause support services within employee benefits schemes. And, for employers, this is likely to become a much bigger area of focus over the next 12–18 months.
In this blog, we explain what this evolving legislation means for employers and how you can get prepared for Spring 2027.
Why menopause support matters for employers
The conversation around menopause in the workplace has evolved rapidly in recent years. Employers are increasingly recognising the impact menopause symptoms can have on:
- Employee wellbeing
- Sickness absence
- Retention
- Workplace confidence
- Productivity
- Career progression
At the same time, there is growing legal and regulatory scrutiny around how organisations support employees experiencing menopause. The new requirements are likely to encourage employers to take a more formal and consistent approach to menopause support in the workplace.
Importantly, this is unlikely to be viewed purely as a compliance exercise and instead, will become part of a broader conversation around:
- Employee wellbeing
- Inclusion and diversity
- Retaining experienced talent
- Supporting women in leadership
- Workplace culture
What employers need to do?
While further secondary legislation is still expected, the current government guidance gives a strong indication of what employers should prepare for. Large employers will be expected to publish Equality Action Plans alongside gender pay gap reporting, detailing practical actions they are taking to:
- Address gender pay gaps
- Support employees experiencing menopause, including perimenopause and post-menopause
Government guidance suggests employers should consider practical measures including manager training, workplace adjustments, occupational health support, policy reviews and improved menopause awareness across the organisation.
Although the mandatory reporting requirements will initially apply to employers with 250+ employees, many smaller businesses are likely to review their approach as expectations around workplace support continue to evolve.
Why insurers and providers are expanding menopause support
One of the most noticeable developments within the employee benefits market is the growth of specialist menopause services.
Many insurers and wellbeing providers are now introducing:
- Menopause support helplines
- Specialist GP access
- Hormonal health pathways
- Digital symptom support
- Workplace training resources
- Health assessments
- Mental health support linked to menopause symptoms
In some cases, these services are being added as optional extras or enhanced wellbeing services within existing schemes.
Menopause support is increasingly being viewed as part of a wider conversation around employee wellbeing, retention and workplace support. For employers reviewing benefits, this is likely to become an increasingly important area to consider.
What employers should be thinking about now
Even though mandatory publication is a few months away, employers can benefit from preparing early rather than waiting until 2027. To get ahead, you should:
- Review Existing Support
Many organisations already offer support through Employee Assistance Programmes (EAPs), private medical insurance or wellbeing platforms, but employees and managers may not fully understand what is available.
- Assess Current Policies
Employers may want to review:
- Menopause policies
- Flexible working arrangements
- Absence management processes
- Workplace adjustments
- Manager guidance and training
- Consider Line Manager Confidence
One of the biggest challenges is often not policy, but confidence. Managers may need support and training to handle conversations appropriately and consistently.
- Evaluate Benefits Provision
As insurer support evolves, employers should consider whether their current benefits package provides meaningful and accessible menopause support.
- Think Beyond Compliance
Employers that approach this proactively, rather than simply as a compliance exercise, are likely to see the greatest long-term impact.
Looking ahead
For many employers, this is becoming less about policy and more about creating a workplace where employees feel properly supported.
As expectations continue to evolve, organisations that take a proactive approach now are likely to be in a much stronger position, both from a compliance perspective and as an employer of choice.
If you’d like to provide a benefits package that offers preventative, inclusive and experience-led support, we can help. At Bespoke Benefits, we specialise in helping businesses create tailored employee benefit schemes that strike the right balance between protection and practicality. We can help you assess how your benefit aligns with current welfare reform, and most importantly, make sure your people know it’s there.
Get in touch with our friendly team today for a no-obligation chat about how we can support your business and your people.
This article is for informational purposes only and does not constitute financial, medical, or legal advice. The information provided reflects general trends and insights as of the date of publication and may not apply to all circumstances. For income protection insurance or employee benefits, we recommend consulting with a qualified professional or insurance advisor.
