Menopause Action Plans are moving from optional to unavoidable. Under the updated Employment Rights Bill, they’re set to become mandatory for employers with over 250 staff. This marks a decisive shift: menopause can no longer be treated as an add-on to wellbeing, it must now be embedded into core EDI and workforce strategies.
Employees are driving this as much as any legislation with gender equity increasingly important to attracting and retaining top talent. Whether motivated by meeting legislation or having a competitive advantage, the time is now for employers of all sizes to sit up, take note and take action.
From plan to policy
There is no shortage of free tool kits, pledges and policy templates available to help. But beware! Toolkits can provide a framework and a ‘to do’ list on their own are not enough. It takes expert support in navigating what’s right for you supported by tried, tested and trusted training, listening to the lived experience of people and learning from menopause friendly employers who have already successfully changed their culture to really spark meaningful change.
Personalisation of policies is critical with effective approaches needing to reflect organisational culture, workforce demographics and business models. Employers who succeed are those who integrate menopause and menstruation considerations into existing frameworks: occupational health, flexible working, wellbeing and gender equality.
Who do you trust?
Working closely with the BSI, regulatory bodies and leading employers, Menopause Friendly is in the right conversations and we have our finger on the pulse to support our members every step of the way. Now in our 10th year, we have unmatched expertise and insight from working with 1,000s of employers, hundreds of menopause friendly members and over 160 Menopause Friendly Accredited Employers.
Setting the highest standards in the land, those organisations which have gained the Menopause Friendly Accreditation set the benchmark for best practice. Having supported them on their journey, we have a thorough understanding of the key components of an effective strategy that deliver change, backed by real examples from these leading employers.
A head start
While the requirements of Menopause Action Plans still to be determined by the Government, our membership programme and standards are so rigorous, we’re confident our members have nothing to worry about. The Government’s criteria are likely to cover similar key pillars to the Menopause Friendly Accreditation namely culture, policies and practices, training, engagement and working environment. After all, that’s what constitutes a menopause friendly workplace.
Menopause Friendly Accredited employers and those actively working towards the Accreditation most definitely have a head start on meeting the Menopause Action Plan requirements. We are working tirelessly to ensure our employer members are ready for what’s coming – from menopause action plans to global standards.
Invitation to learn more
Responsible employers won’t wait to be told to look after the wellbeing of their people — it’s fundamental to being a great place to work. With the finer details of Menopause Action Plan requirements soon to be unveiled, now is the time to act.
HR Director readers are invited to join our free webinar in partnership with BSI on Wednesday September 10th to learn more about:
· The Employment Rights Bill – what’s included, how it could impact your responsibilities as an employer and what you need to know now
- What good looks like – practical insights on how to go beyond compliance and embed real, lasting support into your organisation’s culture, policies and wellbeing strategies.
- Resources that will help – tools and guidance you can take away and put into action straight away.
