What Will a Menopause Action Plan Include?

Although detailed guidance is still evolving, early indications suggest that action plans are likely to focus on practical steps such as:
• Flexible working arrangements where appropriate
• Environmental adjustments, such as temperature control or access to quiet spaces
• Training for managers and teams to build confidence in supportive conversations
• Clear information about workplace support and policies

The aim is to ensure organisations are thinking proactively about how they support employees at this stage of life, rather than responding only once someone is already struggling.
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Why This Matters

Menopause can affect concentration, sleep, confidence and overall wellbeing. For many employees, this stage of life coincides with some of the most senior and experienced points in their careers.

When organisations understand and support menopause well, they not only help individuals feel more comfortable speaking openly, but they also retain valuable skills, knowledge and experience within their workforce.

For managers, having guidance and training can make a significant difference. Many want to be supportive but simply feel unsure how to approach the conversation.
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An Opportunity for Sustainable Workplaces

At The SustainAble Human Work Hub, we see developments like this as part of a broader shift towards more human and sustainable workplaces.

Policies and action plans are important, but what often matters most is the culture surrounding them, whether people feel safe speaking openly and whether managers feel confident supporting their teams.

The upcoming requirements around Menopause Action Plans offer organisations an opportunity to take a thoughtful look at how menopause is understood and supported within their workplace.

Done well, they can become more than a compliance exercise. They can be part of building workplaces where people are supported through different stages of life, while continuing to do their best work.