New Government guidance has been published to help employers better support employees experiencing the menopause, including specific recommendations around occupational health advice, workplace adjustments and menopause risk assessment.
The guidance recommends that employers consider access to specialist occupational health advice where this could help an employee manage symptoms and remain comfortable and effective at work.
It also encourages organisations to consider workplace factors that may adversely affect employees experiencing menopause symptoms and to identify appropriate adjustments through suitable assessment.
From April 2026, employers with 250 or more employees can also voluntarily publish an action plan alongside their gender pay gap information setting out how they intend to support employees experiencing menopause and reduce their gender pay gap. Subject to further legislation, these action plans are expected to become mandatory from spring 2027.
What should organisations do?
Employers should consider whether their existing occupational health, risk assessment, wellbeing and workplace-adjustment arrangements adequately address menopause-related needs.
Managers should also understand how employees can access support and when occupational health advice may assist in identifying suitable workplace adjustments.
This is currently guidance rather than a new general legal requirement to undertake a separate menopause risk assessment.
Further information: GOV.UK – Occupational health advice for employees experiencing menopause
