Moving Beyond Templates and AI Tools to Meaningful Support

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Under the Employment Rights Bill in the UK, employers with over 250 employees will be legally required to take specific actions to support employees going through the menopause.

From 2027, large employers must:

• Publish a Menopause Action Plan as part of their broader Gender Equality Action Plan.
• This plan must outline evidence-based actions the organisation is taking to support employees experiencing menopause.

The requirement will be voluntary from April 2026, giving employers time to prepare and implement supportive measures before it becomes mandatory a year later. 

We are regularly being asked if we have a template of one of these plans but detailed regulations are still pending, the plan is expected to cover:

• Training and awareness for managers and staff about menopause symptoms.
• Clear policies and guidance recognising menopause as a workplace issue.
• Practical adjustments, such as:
  • Flexible working arrangements.
  • Adjustments to dress codes and workplace temperature.
  • Access to changing facilities.
• Support systems for raising concerns and accessing help such as support groups and relevant support through Employee Assistance Programmes.

The Equality and Human Rights Commission (EHRC) will oversee compliance, similar to gender pay gap reporting and as this will be publicly available information existing employees and those considering joining an organisation may well judge a company by their action in this space.

Using a template to cut and paste the work of another organisation simply will not work. Creating a unique menopause action plan tailored to an individual organisation is important for several reasons:

Every organisation has a different:

• Demographic profile (age, gender balance, roles).
• Work environment (office-based, remote, hybrid, physical labour).
• Culture and values.

A copied plan may not address the actual needs of your employees or the realities of your workplace.

Employees are more likely to engage with and trust a plan that:

• Feels genuine and relevant and specific.
• Shows the employer has listened and responded to their concerns.
• Is backed by internal consultation, such as surveys or focus groups.

A generic plan might miss:

• Legal obligations specific to your sector or location.
• Health and safety considerations unique to your workplace.
• Reasonable adjustments required under the Equality Act 2010.

Creating your own plan allows you to:

• Track progress over time.
• Adapt based on feedback and changing needs.
• Integrate menopause support into broader wellbeing and inclusion strategies.
• Link menopause policies to other policies ensuring consistency

By developing a unique, thoughtful, tailored plan, your organisation can lead by example in your industry, attract and retain talent, especially midlife women, a vital demographic when it comes to gender pay gap and gender diversity and finally enhance reputation as a progressive and supportive employer. 

Connect Three can provide comprehensive support throughout each phase of creating a personalised menopause action plan to align with your company culture and values.