The UK Government’s decision to introduce Menopause Action Plans as part of the forthcoming Employment Rights Bill marks a pivotal shift in workplace equality and wellbeing.

From April 2026, these plans will be voluntary for employers. By early 2027, they will be mandatory for large employers, setting a new standard for menopause support in the workplace.

At Syrona Health, our message to UK businesses is clear: Don’t wait.
The evidence is here, the solutions are proven — and the benefits to your people and your business are too great to delay.

Why Menopause in the Workplace Can’t Be Ignored

The data tells a powerful story:

• One in three women in the UK workforce is currently experiencing menopause or perimenopause.
• Research by the Fawcett Society shows that one in ten women experiencing menopause have left work due to unmanaged symptoms.
• Employers are losing experienced professionals, valuable skills, and institutional knowledge — at a time when attracting and retaining talent is harder than ever.

The reality is that menopausal symptoms can have a profound impact on attendance, productivity, and wellbeing — but when employees receive the right support, they can continue to thrive.

What the Employment Rights Bill Means for Employers

The Government’s Implementation Plan published in July 2025 confirms:

• Voluntary Menopause Action Plans – from April 2026, all employers can choose to adopt them.
• Mandatory Menopause Action Plans – from early 2027, large employers will be required to have one in place.

For progressive organisations, however, waiting for legislative deadlines misses the real opportunity: to lead on inclusivity and wellbeing now, enhancing your employer brand and workforce engagement.

The Case for Early Action on Menopause Support

Forward-thinking companies — in the UK and globally — are already demonstrating what effective menopause support looks like:

• Open conversations – removing the stigma by talking about menopause in the workplace.
• Manager training – equipping leaders to communicate with empathy and confidence.
• Policy updates – ensuring menopause is recognised within HR frameworks.
• Inclusive workplace environments – from comfortable facilities to flexible working.
• Employee feedback – actively listening to colleagues and removing barriers.
• External recognition – achieving Menopause Friendly Accreditation to demonstrate commitment.
• Employee Benefits – providing healthcare benefits supporting menopause for your staff

The return on investment is clear: improved retention, stronger engagement, enhanced wellbeing, and a positive reputation as a truly inclusive employer.

How Syrona Health Helps Employers Lead on Menopause Support

At Syrona Health, we’ve been supporting employers to address menopause long before the legislation was announced. Our Menopause Support for Workplaces programme includes:

• Virtual clinician-led consultations for employees experiencing menopause or perimenopause.
• At-home diagnostic testing for relevant hormone and health markers.
• Customised workplace toolkits for policy, manager training, and employee awareness.
• Digital symptom tracking – empowering employees to log and manage their symptoms discreetly.
• Confidential helpline – for health, nutrition, and mental health support.

By partnering with Syrona Health, you can meet and exceed future legal requirements while creating a truly supportive culture.

Don’t Wait Until 2027: Start Today

Menopause in the workplace is not a “future problem” — it’s a present reality. Employers who act now will:

• Build stronger employee loyalty and advocacy.
• Reduce costly turnover and absenteeism.
• Foster a reputation as a forward-thinking, inclusive organisation.

Whether you’re just getting started or ready to enhance existing initiatives, Syrona Health’s workplace menopause solutions provide the expert guidance and resources you need.