Fewer than half of UK employers (45 percent) currently have a menopause policy in place, despite new legislation that is expected to make them mandatory from 2027.
Research from workplace intelligence firm Brightmine reveals that many employers are unprepared for changes that will require them to have a menopause-friendly workplace action plan.
The plans are part of proposals set out in the UK Employment Rights Bill. The government said it wants to increase transparency, accountability, and inclusion for women in mid-life and beyond.
Further results show that only 3 percent of employers make their menopause policies publicly available, while 35 percent of HR professionals believe their organisation is not doing enough to support employees through menopause. Just 6 percent say their organisation is doing enough.
Although many companies offer practical measures, such as access to drinking water (78 percent) and flexible working (60 percent), nearly half (47 percent) do not measure the impact of these initiatives.
Training is another area of concern. Almost half of employers (47 percent) have no menopause training planned, and where training is provided, it is rarely mandatory.
Line manager confidence is a further hurdle. The research found that only 29 percent of HR professionals believe line managers feel confident handling menopause-related issues, while 60 percent say confidence levels are low or non-existent.
“Policies are all well and good, but unless line managers understand them and apply them consistently, organisations are left exposed,” said Bar Huberman, content manager at Brightmine.
“If menopause action plans become mandatory, as proposed in the Employment Rights Bill, employers will need to rethink how they train and equip their managers.”
Previous research from the provider highlights a gender gap in workplace health policy.
Researchers found that none of the organisations surveyed have a standalone men’s health policy. Many run related wellbeing initiatives, but fewer than one in five report meaningful employee engagement.
Huberman said: “This comparison underscores the wider challenge: true workplace equality and inclusion means supporting health challenges linked to different genders, backed by clear policies and confident line managers. By embedding inclusive policies and effective training, employers can create workplaces that work for all.”
