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From April 2026, employers with 250+ staff can adopt menopause and gender pay gap action plans ahead of the mandatory 2027 rules, helping reduce legal risks and support employees.
Employment Law & HR|25 March 2026
Insight
The Employment Rights Act 2025 is expected to make menopause and gender pay gap action plans mandatory from April 2027, but some organisations are choosing to adopt them voluntarily from April 2026.
From April 2026, employers with 250 or more employees can voluntarily publish an action plan alongside their gender pay gap data. These plans outline the steps an organisation is taking to reduce its gender pay gap and support employees experiencing menopause.
The government has suggested a list of actions for employers to consider, covering five key categories:
Guidance is available from the government here: Creating an action plan: guidance for employers.
Although these action plans will only become mandatory in April 2027, awareness of menopause in the workplace is at an all-time high, and Employment Tribunal claims relating to menopause are increasing.
It’s important to note that menopause itself is not a protected characteristic under the Equality Act 2010. However, the symptoms associated with menopause may fall under protected categories such as disability, age, or sex.
Taking proactive steps now can therefore:
In March, the government published updated guidance, announced by the Minister for Women & Equalities, Bridget Phillipson, to help employers take practical steps to support women at work: Government launches landmark gender pay gap and menopause action plans.
Even though the action plans are currently voluntary, the March guidance provides a clear process:
Further regulations, including the precise implementation date, are expected before the requirement becomes law in 2027.
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