Action Plans2026-05-07T07:37:56+00:00

Employment Rights Act 2025 — Now in Effect

Menopause Action Plans are now the law. Is your organisation ready?

From April 2026, organisations can publish Menopause Action Plans voluntarily. From 2027, it becomes mandatory for employers with 250+ employees. The window is open, and the organisations acting now will be ahead when the deadline arrives.

Emma, founder of MFO Coaching and certified menopause coach, with quote: I know this world because I've lived it, that's what makes this personal and what makes it work

April 2026 – Now

Voluntary publication opens. Early adopters signal genuine commitment.

Spring 2027

Mandatory for all employers with 250+ employees. Non-compliance carries reputational and legal risk.

The Equality Act 2010

Already protects employees – menopause claims are rising at tribunal right now.

The Legal Landscape

Three laws. One clear message: act now.

Menopause is no longer just a wellbeing concern – it sits at the intersection of three pieces of UK legislation. Together, they create both obligation and risk for employers who don’t have a structured approach.

Employment Rights Act 2025

The first UK legislation to explicitly name menopause. From April 2026, voluntary Menopause Action Plans are encouraged. From 2027, mandatory for employers with 250+ employees — published on the government portal.

Equality Act 2010

Already protects employees experiencing menopause through the protected characteristics of age, sex, and disability. Employment tribunal claims citing menopause as a factor are rising year on year. Employers without documented support are exposed.

Health & Safety at Work Act 1974

Requires employers to ensure, so far as is reasonably practicable, the health, safety and welfare of employees. Menopause symptoms — from heat regulation to cognitive impact — fall squarely within this duty.

Now Open — April 2026

Voluntary Publication Period

Organisations of all sizes can publish their Menopause Action Plan now. Forward-thinking employers are already doing so — demonstrating leadership and reducing legal exposure.

Mandatory — Spring 2027

Legal Requirement for 250+ Employers

Large employers will be legally required to publish what they are doing and be held publicly accountable. Plans must include at least one specific menopause support action, including perimenopause.

“The organisations that start now won’t just be ready for 2027 — they’ll already be reaping the benefits: stronger retention, greater engagement, and a reputation as a genuinely modern employer.”

Get Started

Two ways to build your Menopause Action Plan

Whether you want to start immediately with a structured framework, or you’d prefer guided support — we have an option that fits.

Self-directed

Menopause Action Plan Pack

Everything you need to build a compliant, meaningful Menopause Action Plan. The Action Plan Pack is structured, practical, and ready to use from day one.

  • Step-by-step Action Plan framework aligned to ERA 2025

  • Policy & guidance templates

  • Gap analysis audit tool

  • Manager communication toolkit

  • Evidence-based, CIMSPA-endorsed content

From £199 • instant access

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Immediate download • No subscription

Guided support

Book a Free Discovery Call

Not sure where to start, or want a bespoke programme for your organisation? In 30 minutes, we’ll map your current position and tell you exactly what you need.

  • Free, no-obligation conversation

  • Review of your current approach

  • Clear next steps, whatever you decide

  • Direct access to Emma — Certified Menopause Coach

  • Trusted by 40+ organisations across the UK

Free • 30 minutes • Online via video

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No pressure — just clarity on your next step

The Cost of Inaction

Doing nothing is no longer a safe option.

Many organisations assume menopause is a wellbeing extra — something to address when there’s time. But the financial, legal, and human costs of inaction are significant, and they’re accumulating right now.

£30k

Estimated cost of losing one experienced employee to menopause-related attrition impact

13m

People in the UK currently in perimenopause or menopause — in your workforce right now

2027

When Menopause Action Plans become mandatory for large employers, it’s closer than it looks

Legal Exposure

Employment tribunal claims citing menopause as a factor are rising. Without documented support, organisations are vulnerable under the Equality Act 2010 today — not just in 2027.

Retention & Talent Loss

Experienced women at the peak of their careers are leaving roles where they feel unsupported. Replacing them costs an estimated £30,000 per person — and that’s before productivity loss during the gap.

Reputational Risk

Candidates are asking about menopause support before accepting roles. From 2027, your published action plan will be publicly visible. What will yours say about how you treat your people overall internally?

The good news: organisations that act now get ahead of the legislation, reduce their legal exposure, and start seeing the retention and engagement benefits immediately — not just when the deadline forces them to.

Frequently Asked Questions

Can packages be tailored to our organisation?2026-04-27T20:27:34+00:00

Yes. All packages can be adapted to suit your organisation’s size, structure, and requirements. We work with you to understand your needs before recommending an approach.

Does the Employment Rights Act 2025 apply to my organisation?2026-04-27T20:26:00+00:00

The short answer: probably yes — and even if you’re below the legal threshold, acting now is still the right move.

What is MFO Coaching?2026-04-13T01:33:26+00:00

MFO Coaching is a workplace menopause consultancy that helps organisations move beyond awareness and deliver practical, structured menopause support. We work with HR teams, managers, and leadership to build action plans, deliver training, and align menopause support with broader wellbeing and equality strategies.

Who are your services designed for?2026-04-13T01:33:53+00:00

Our services are designed for organisations of all sizes, including HR directors, people leads, senior leaders, and managers. Sessions are inclusive, professional, and suitable for mixed-gender audiences.

Why does menopause matter in the workplace?2026-04-13T01:34:27+00:00

Menopause affects around 13 million people in the UK at any given time. Without appropriate support, it can lead to reduced confidence, increased absence, and the loss of experienced talent. With the Employment Rights Act reinforcing menopause as a workplace issue, organisations are now expected to take informed, practical action.

What qualifications does Emma have?2026-04-13T01:34:57+00:00

Emma is a Certified Menopause Coach and Certified Advanced Menopause Practitioner through the Menopause Movement, with CIMSPA-endorsed CPD. She also holds a certificate in the Science of Menopause for Health Coaches from Dr Wendy Sweet (PhD) through the MyMT programme.

Do you deliver sessions online or in person?2026-04-13T01:35:22+00:00

We deliver sessions online via live video, making them accessible to teams across the UK regardless of location. In-person delivery can be arranged on request.

How do I get started?2026-04-13T01:36:26+00:00

Book a discovery call or get in touch via email at support@mfocoaching.co.uk. We will discuss your current position, what you are looking to achieve, and how we can support you.

Start your menopause action plan

Whether you’re just beginning to think about menopause support or you’re ready to build a comprehensive programme, we’d love to hear from you.

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