Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 27 OCTOBER 2026

Supporting Employees Experiencing Menopause: Equality Action Plans

Rothera Bray
Rothera Bray
Contributor
Rothera Bray

Rothera Bray

Rothera Bray is a dynamic, award-winning law firm with over 200 years of expertise. We provide a...

View firm profile
Explore more from Rothera Bray

The Employment Rights Act 2025 will require employers with 250 or more employees to publish Equality Action Plans from Spring 2027. These will include details of the support available to employees experiencing menopause.

United KingdomEmployment and HR
Natalie Abbott
Natalie Abbott
Author LinkedIn connections

The Employment Rights Act 2025 will require employers with 250 or more employees to publish Equality Action Plans from Spring 2027. These will include details of the support available to employees experiencing menopause.

Employment Law Partner Natalie Abbott explains what the new requirements mean for employers and the practical steps organisations can take to support employees experiencing menopause. 

Laying the foundations for effective menopause support 

In my experience, many employers recognise the importance of supporting employees experiencing menopause but are often unsure where to start. The introduction of Equality Action Plans provides an opportunity to take a proactive approach and implement meaningful measures that can make a real difference to employees’ working lives. 

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

UK Right To Work Checks: What Changes On 1 October 2026

The UK's right-to-work regime is undergoing a fundamental transformation that will extend compliance obligations far beyond traditional employment relationships. From 1 October 2026, businesses engaging contractors, agency workers, platform-based workers, and complex supply chains will face new liability risks that travel up entire contracting chains. Understanding these changes and implementing the required contractual terms, substitution controls, and identity verification systems is now critical for orga
United KingdomEmployment and HR
Mishcon de Reya LLP
Mishcon de Reya LLP
Article

Employment Case Law Update | Autumn 2026 – Unfair Dismissal, Equal Pay And Discrimination

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.
United KingdomEmployment and HR
Shakespeare Martineau LLP
Shakespeare Martineau LLP
Article

Prevention Of Illegal Working — Key Changes Taking Effect 1 October 2026

The UK's illegal working regime has undergone its most significant expansion since inception, extending right to work obligations beyond traditional employment to encompass workers, individual subcontractors, and platform-based arrangements. A new "extended liability" framework now exposes businesses throughout supply chains to civil penalties of up to £60,000 per illegal worker, even where they lack direct contractual relationships.
United KingdomEmployment and HR
Mayer Brown
Mayer Brown
Article

Acas Publishes Fully Revised Draft Code Of Practice On Disciplinary And Grievance Procedures

On 30 July 2026, Acas published a fully revised draft Code of Practice on Disciplinary and Grievance Procedures, marking the first comprehensive update since 2015. The proposed changes introduce significant new requirements around informal resolution, reasonable adjustments for disabled workers, and updated guidance on suspension, mediation, and the right to be accompanied at workplace meetings.
United KingdomEmployment and HR
Winckworth Sherwood LLP
Winckworth Sherwood LLP
Article

Scotland Moves Ahead On Non-surgical Cosmetic Procedure Licensing – And England Needs To Catch Up

Scotland has introduced the UK's first statutory licensing framework for non-surgical cosmetic procedures through the Non-surgical Procedures and Functions of Medical Reviewers (Scotland) Act 2026. This landmark legislation establishes legal controls over higher-risk cosmetic treatments, introduces criminal offences for non-compliance, and sets clear standards for premises, training, and age restrictions. With England expected to follow suit, businesses offering these services need to understand what this r
ScotlandConsumer Protection
Rothera Bray
Rothera Bray
Article

Recovering The Cost Of Training When An Employee Leaves

A recent Court of Appeal ruling in Geeks Ltd v Watts has significant implications for employers who use training repayment clauses in employment contracts. The case examined whether requiring an employee to repay £8,108 in training costs after just eight months of employment constituted an unlawful restraint of trade, raising important questions about the enforceability of such provisions and what makes them legally defensible.
United KingdomEmployment and HR
Rothera Bray
Rothera Bray
Article

A Guide To Brain Injury Claims

Brain injuries can occur from direct impacts or sudden head movements, with effects ranging from minor symptoms to severe, life-altering disabilities. Understanding the different classifications of brain injury—minor, moderate, and severe—is crucial for recognizing symptoms, accessing appropriate rehabilitation, and securing necessary long-term support. Legal expertise can help those affected by negligence-related brain injuries obtain compensation for care, rehabilitation, and financial securit
United KingdomLitigation, Mediation & Arbitration
Rothera Bray
Rothera Bray