1 in 10 women who worked during menopause  have left a job due to their symptoms • 53%  of women experiencing menopause symptoms have been unable to attend work because of their symptoms • 67%  of working women aged 40–60 who have experienced menopause symptoms say those symptoms have had a mostly negative effect on them at work • An estimated 14 million working days  are lost each year due to menopause symptoms • An estimated £1.7 billion  is lost to the UK economy each year through menopause related sick days, lost productivity and women leaving the workforce • Are you ready for April 2027? • Statistics & Sources •

APRIL 2027

IS YOUR ORGANISATION READY?

For employers with 250 or more employees, menopause action plan requirements are changing in 2027. Is your organisation ready?

Employers with 250 or more employees can already voluntarily publish an action plan alongside their gender pay gap data. Subject to secondary legislation, these action plans are expected to become mandatory from spring 2027.

Action plans will set out the steps organisations are taking to address their gender pay gap and support employees experiencing menopause. Employers will be expected to select at least two actions, including at least one action addressing the gender pay gap and at least one supporting employees experiencing menopause.

(Source : Office for Equality and Opportunity / Women and Equalities Unit, Creating an Action Plan: Guidance for Employers, updated 13 May 2026. Contains public sector information licensed under the Open Government Licence v3.0)

WHY IT MATTERS

Commercial risks around retention, absence, productivity, employee trust and reputation.

PREPARING YOUR MENOPAUSE ACTION PLAN FOR 2027

Organisations do not need to wait until the requirements become mandatory. Now is the time to understand what support is already in place, where the gaps are and what practical action will make the greatest difference.

This could include reviewing policies and procedures, listening to employee experiences, assessing manager capability, considering workplace adjustments and identifying the actions most appropriate to your organisation.

Preparing now gives your organisation time to move beyond simply producing a plan and begin embedding meaningful workplace change.

HOW ET VOILA CONSULTANCY CAN HELP

Contact me to discuss THE WORKS, my full consultancy package. Through the Et Voilà Menopause P.O.L.I.C.Y. Framework™, I’ll take your organisation from where you are today to a bespoke Menopause Action Plan ready for spring 2027 and designed to deliver meaningful, lasting cultural change.

LET’S TALK