About The Menopause Coach

Workplace: What the Employment Rights Bill 2027 Means for Employers

The conversation around menopause and workplace wellbeing has shifted dramatically in recent years — and now, with the UK’s Employment Rights Bill reaching full implementation in 2027, employers must prepare for the most significant legislative change on this issue to date.

For the first time, menopause is explicitly named in UK employment legislation, marking a major step forward for women’s health, gender equality, and inclusive workplace culture. [employernews.co.uk]

As an HR/Menopause specialist, I provide full compliance support, training, and ongoing guidance to help organisations meet these new legal expectations with confidence.

Why Menopause Support Matters

Menopause has long been a hidden workplace issue, but the impact is substantial.
Research shows:

• 1      in 10 women leave their jobs due to menopause symptoms, from fatigue      and anxiety to reduced concentration. [hrreview.co.uk]
• The      economic cost of inadequate workplace support has been estimated at £1.5      billion annually due to lost talent, absence, and presenteeism. [employernews.co.uk]
• 67%      of women report menopause symptoms negatively affected their work. [thehrbooth.co.uk]

These numbers highlight the urgent need for better policies, training, and supportive environments.

What’s Changing Under the Employment Rights Bill (2027)

The Bill represents “the biggest upgrade to workers’ rights in a generation”, with menopause taking centre stage in workplace equality reforms. [employernews.co.uk]

1. Mandatory Menopause Action Plans (2027)

From 2027, all large employers (250+ staff) must publish a Menopause Action Plan as part of their Equality Action reporting duties.
This plan must outline:

• Support      measures and adjustments
• Training      for managers
• Communication      channels for reporting issues
• Evidence‑based      actions to support staff experiencing menopause

These plans become a legal requirement in 2027, following voluntary adoption from April 2026. [butcher-barlow.co.uk]

2. Equality Action Plans

Menopause support sits alongside gender pay gap reporting in new Equality Action Plans, highlighting its importance in workplace equality. [menopausef...ndly.co.uk]

3. Stronger Legal Protections

The Bill strengthens overall workplace protections, creating a more supportive environment for mid‑life employees. These include:

• Enhanced      rights for pregnant workers
• New      statutory bereavement leave
• Stricter      controls on precarious and zero‑hours contracts
  [butcher-barlow.co.uk]

4. A Cultural Shift in Workplace Expectations

Government guidance emphasises that menopause support must move from “ethical” to legal obligation, requiring employers to normalise discussions and introduce structured support. [releasefor...men.org.uk]

What Employers Need to Do Now

Even though mandatory requirements come into force in 2027, employers are strongly encouraged to act early.

Key steps include:

✔ Develop or update your menopause policy

A strong policy should address symptoms, reasonable adjustments, sickness absence, and support pathways.

✔ Train managers and HR teams

Training ensures managers can respond safely, confidently, and without stigma — essential for legal compliance and employee wellbeing.
Many organisations are already adopting training programmes ahead of the law. [employernews.co.uk]

✔ Create clear communication channels

Employees need safe, confidential routes to request adjustments or support.

✔ Review flexible working options

Symptoms such as insomnia, anxiety, and brain fog often require adjustments in hours or location. [hrreview.co.uk]

✔ Start building your Menopause Action Plan

While final guidance is still being consulted on, early drafts indicate plans must be practical, measurable, and aligned with gender equality goals. [thehrbooth.co.uk]

How I Can Support Your Organisation

I provide end‑to‑end HR compliance, training, and ongoing menopause support solutions that prepare your organisation for the 2027 legal changes — and help you build a healthier, more inclusive workplace.

My services include:

• Menopause      policy creation & compliance audits
• Manager      and employee training programmes
• Menopause      Action Plan development
• On‑demand      HR support
• Wellbeing      strategies & cultural change guidance
• Ongoing      updates as legislation evolves

Whether you're a small organisation beginning this journey or a large employer preparing for mandatory reporting, I ensure you meet compliance requirements while enhancing employee wellbeing and retention.

Final Thoughts

The Employment Rights Bill 2027 is a turning point for workplace equality. By treating menopause as a legitimate workplace issue with legal weight, the UK is paving the way for more supportive and progressive organisational cultures.

Employers who act now won’t just achieve compliance — they’ll position themselves as leaders in inclusion, helping retain experienced talent, reduce absences, and build a stronger, more resilient workforce.

If you’d like support implementing these changes or developing your Menopause Action Plan, I’m here to help.

Let’s build a workplace where every woman feels supported, valued, and able to thrive.support you every step of the way.