The phased rollout of the Employment Rights Act gives forward-thinking employers a strategic window to implement menopause support voluntarily. Organisations that begin preparation now will not only avoid the compliance scramble in 2027 but will also position themselves as employers of choice for women navigating this life stage.
The preparation process doesn't need to be overwhelming. Start by understanding your current baseline, then build incrementally towards a comprehensive Menopause Action Plan that meets both regulatory requirements and employee needs.
Menopause in the workplace checklist for HR teams:
- Review current DEI and occupational health policies for gender and age inclusion. Examine whether existing policies adequately address the needs of employees over 40, particularly around flexible working, health benefits, and absence management. Identify gaps where menopause-specific provisions could be added.
- Conduct employee surveys on menopause experiences. Anonymous surveys help you understand the prevalence of symptoms in your workforce, which symptoms are most impactful, and what accommodations would be most valuable. This data becomes the foundation for your Menopause Action Plan.
- Begin documenting internal frameworks for a Menopause Action Plan. What environmental adjustments are feasible in your workspaces? Do you need to introduce any policy changes? What healthcare support is available through your benefits ecosystem? How will you communicate available support to employees?
- Train people managers and colleagues to handle symptoms with sensitivity and confidentiality. Manager training is one of the highest-impact interventions. Equip managers with language for initiating conversations, knowledge of common symptoms, and clear processes for approving reasonable adjustments. Include education about confidentiality and the legal protections surrounding menopause.
- Partner with reputable menopause support providers, like Carrot, to ensure equitable care access. Comprehensive benefits platforms eliminate the burden on HR teams to build support from scratch. Carrot's integrated approach provides employees with clinical guidance, symptom management tools, and direct access to specialists — all while giving employers the documentation needed to demonstrate compliance with Equality Action Plans.
What counts as menopause workplace accommodations
What are reasonable menopause adjustments under the Act? The definition of “reasonable” will depend on individual circumstances, business size, and the nature of the work. The key principle is that adjustments should be practical and effective in reducing the barriers employees face. The following examples are tied to best practices already being implemented by leading UK employers:
- Adjusted workplace temperature or uniform materials. Hot flushes are one of the most common symptoms of menopause. Providing access to temperature-controlled areas, desk fans, workstation placement near windows that can be opened, allowing breathable clothing options, or adjusting dress code policies can significantly improve comfort and focus.
- Flexible working arrangements and remote options. The Employment Rights Act strengthens existing flexible working rights, and menopause is a compelling reason to offer schedule flexibility. This might include later start times to accommodate sleep disturbances, the option to work from home during symptom flares, modified shift patterns, or additional breaks throughout the day.
- Access to private wellness or rest areas. Providing quiet spaces where employees can manage symptoms discreetly — whether that's taking a brief rest during a hot flush, having workstations closer to accessible toilets, or having a private area for difficult conversations — demonstrates respect for individual needs.
- Paid leave days for severe symptom management. While not every employee will need dedicated menopause leave, having a clear policy that allows for health-related absence without penalty can prevent employees from feeling forced to choose between their well-being and their job security.
- Health cover that includes hormone testing and therapy. Employees should have clear pathways to hormone replacement therapy (HRT) and specialist consultations — whether through GP services, occupational health referrals, health-based benefits or employer-funded private medical insurance. Mental health support can help employees manage mood changes, depression, anxiety, and other psychological symptoms.
Menopause workplace adjustments as part of inclusive employer branding
Early compliance with the Employment Rights Act's menopause provisions signals more than legal preparedness. It’s an opportunity to demonstrate leadership in EDI (Equity, Diversity and Inclusion) and ESG (Environmental, Social, and Governance) commitments, and employee well-being.
Menopause-friendly workplace policies help to attract and retain talent, particularly for experienced professionals in their 40s and 50s. People this age typically hold senior positions, possess deep institutional knowledge, and mentor younger colleagues. Losing these employees due to inadequate menopause support creates ripple effects across teams and organisations.
Carrot's perspective: Supporting hormonal health across life stages
Carrot's approach to menopause support aligns precisely with the UK Employment Rights Act's vision of comprehensive, equitable care. Our Menopause programme already supports employees navigating perimenopause and menopause worldwide, through:
- Vetted, British Menopause Society-certified specialists through our expanded UK provider network
- Access to hormonal health clinicians, eliminating long wait times
- Personalised care plans with ongoing support, not just one-time consultations
- Medical intervention guidance including HRT options and specialist referrals
- Lifestyle management support covering nutrition, exercise, and evidence-based symptom strategies
- Inclusive platform supporting trans and non-binary employees, plus those experiencing medical menopause
- Virtual access ensuring support regardless of work location or mobility needs
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