Menopause Action Plan Support for UK Employers

Employment Rights Act

Helping your organisation comply with the Employment Rights Act — and build a culture where women thrive.

From 2027, the UK Employment Rights Act will require all organisations with 250 or more employees to publish a Menopause Action Plan. This means businesses must outline how they support staff, reduce barriers to work, and create a safer, more informed culture. To comply, employers will need evidence-based policies, manager training, clear pathways to support and a practical plan for implementation and review.

Investing in this now makes financial sense. For a minimal outlay you can retain experienced colleagues, strengthen wellbeing, reduce absence, avoid costly grievances or tribunals, and protect your organisation from potential government sanctions.

Saorsa Menopause Consultancy can design your full menopause in the workplace strategy, deliver training and provide the templates and guidance you need to meet the requirements with confidence.

How to Comply

By 2027, all UK organisations with 250+ employees will be legally required to publish a Menopause Action Plan under theAct.

This new legislation aims to ensure that women experiencing menopause are supported, understood, and retained in the workplace. But for forward-thinking employers, it’s also an opportunity — to strengthen wellbeing, equality, and leadership representation.

At Soarsa Menopause Consultancy, we help you go beyond compliance. We turn obligation into opportunity — supporting you to design, deliver, and embed menopause strategies that make a lasting difference

Why it Matters

Menopause affects every workplace. Supporting employees at this stage of life isn’t just about fairness — it’s smart business.

1 in 10 women leave their jobs due to unmanaged menopause symptoms.
Around 14 million working days are lost to menopause-related symptoms in the UK each year.
Tribunals related to menopause have quadrupled since 2019, damaging both reputation and trust.
Losing midlife women widens gender pay and leadership gaps at a time when retention is critical.

By 2027, organisations without a menopause action plan will not only be non-compliant — they’ll be out of step with employee expectations, equality standards

Our Approach

Evidence-based: Rooted in current menopause and workplace wellbeing research.

✅ Practical and inclusive: Designed for diverse teams and flexible workplaces.

✅ Social impact: As a social enterprise, your partnership funds community menopause education.

✅ End-to-end support: From assessment to evaluation, we guide you every step of the way.

Your Journey with Soarsa

Discover: We review your policies, culture, and needs.

Design: We co-create your Menopause Action Plan.

Deliver: We support training, communication, and rollout.

Evaluate: We measure, report, and evolve your progress

Our Menopause Action Plan Packages

Package	What's Included	Ideal For
1. Compliance Essentials	HR & leadership briefing, Menopause Action Plan template, policy review checklist.	Organisations needing fast, practical compliance.
2. Strategic Support	Staff survey, manager & team training, bespoke Menopause Action Plan.	Employers embedding menopause into DEI and wellbeing.
3. Partner Plus	Full consultancy, launch support, evaluation framework, annual review.	Larger organisations aiming to lead the way in inclusion.

Get Ready for 2027

The sooner you start, the smoother your journey to compliance — and the stronger your reputation as a menopause-inclusive employer.

Book a Discovery Call