Employment Rights | A menopause policy states intent. A Menopause Action Plan requires proof

Under the Employment Rights Act 2025, large employers (250+ employees) will be required to publish Menopause Action Plans (MAPs) on the gender pay gap service. Voluntary submission begins from now. Mandatory requirements follow in Spring 2027.

For HR and Benefits leaders, the gap between writing a policy and publishing a defensible plan is wider than they realise. Under MAPs support needs to be evidenced, published and defended.

What the legislation requires

Employers must select a minimum of two actions for their plan. At least one must address the gender pay gap. At least one must support employees experiencing menopause. Across the full plan, at least two actions must be new or in progress.

The government has published 18 evidence-informed actions. Many relate directly to menopause: training managers, offering occupational health advice, setting up support groups, providing workplace adjustments, conducting a menopause risk assessment and reviewing relevant policies.