MENOPAUSE ACTION PLAN TEMPLATE The six GOV.UK actions that support employees experiencing menopause. Rules as of 10 October 2026. Prepared by Peak Apps (peakappsstudio.com/equality-action-plan/menopause-action-plan-template/). Not legal advice. THE RULES (GOV.UK, Creating an action plan: guidance for employers, Steps 2 and 3) - Choose at least 1 menopause action and at least 1 gender pay gap action; at least 2 actions must be new or in progress. - New or in progress actions need up to 100 words: why you chose the action, and how you will track whether it is improving gender equality. - Embedded actions can have up to 100 words: how you made it part of your working practice, and the results. - No links and no files in the text. An overall narrative of up to 200 words is optional. - Voluntary now. GOV.UK says plans will become mandatory “from spring 2027, subject to secondary legislation”. 1. TRAIN MANAGERS TO SUPPORT EMPLOYEES EXPERIENCING MENOPAUSE GOV.UK: Manager training can help organisations support employees experiencing menopause. Action page: https://www.gov.uk/government/publications/train-managers-to-support-employees-experiencing-menopause/train-managers-to-support-employees-experiencing-menopause Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: Managers finishing the training; What managers learned, surveyed before and after the training; Employees’ view of the organisation’s approach to menopause, in staff surveys; Absence and retention of women in the relevant age groups, such as 40 to 60. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 70 words): In our staff survey, many colleagues said they would not know whom to ask about menopause support. By September 2027 all 140 line managers will complete a 90-minute session on how menopause can affect work, the support we offer and how to hold a private conversation. We will count completions, survey managers before and after, and compare absence and retention of women aged 40 to 60 with this year’s baseline. 2. OFFER OCCUPATIONAL HEALTH ADVICE FOR EMPLOYEES EXPERIENCING MENOPAUSE GOV.UK: Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably. Action page: https://www.gov.uk/government/publications/offer-occupational-health-advice-for-employees-experiencing-menopause/offer-occupational-health-advice-for-employees-experiencing-menopause Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: Employees’ awareness and understanding of the occupational health offer; Use of occupational health services, by age and sex; Absence and retention, particularly of women aged 40 to 60; Satisfaction with the support, from anonymous surveys or exit interviews. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 69 words): Our occupational health service covers injuries at work but not menopause, and staff told us they did not know it existed. From March 2027 employees can book a confidential appointment with an occupational health adviser trained in menopause. We will track awareness of the service in our staff survey, its use by age and sex, absence and retention of women aged 40 to 60, and satisfaction from anonymous feedback. 3. SET UP MENOPAUSE SUPPORT GROUPS AND NETWORKS GOV.UK: Menopause support groups in your organisation can help provide peer support, information and guidance. Action page: https://www.gov.uk/government/publications/set-up-menopause-support-groups-and-networks/set-up-menopause-support-groups-and-networks Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: People who join the groups, and their regular feedback; Employees’ satisfaction with the menopause support you provide; Absence and retention, particularly of women aged 40 to 60; Employees’ understanding of menopause symptoms, in a survey. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 77 words): Colleagues in stores told us they had nobody to talk to about menopause at work. We will set up a menopause network open to everyone, with monthly online sessions and a contact in each region, and invite colleagues with related conditions such as endometriosis. We will track how many people join and their feedback, ask in our staff survey whether the support helps, and compare absence and retention of women aged 40 to 60 with this year. 4. OFFER WORKPLACE ADJUSTMENTS FOR EMPLOYEES EXPERIENCING MENOPAUSE GOV.UK: Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work. Action page: https://www.gov.uk/government/publications/offer-workplace-adjustments-for-employees-experiencing-menopause/offer-workplace-adjustments-for-employees-experiencing-menopause Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: Share of people using adjustments, by age and sex; Absence and retention, by age and sex; Feedback on how effective the adjustments are, from anonymous surveys or exit interviews. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 68 words): Requests for adjustments are handled differently in each store, and some take months. From January 2027 one process will cover menopause adjustments such as flexible start times, rest breaks and uniform changes, with a reply within 10 working days and changes agreed in writing. We will track the share of staff using adjustments by age and sex, absence and retention, and feedback from anonymous surveys and exit interviews. 5. CONDUCT A MENOPAUSE RISK ASSESSMENT FOR YOUR WORKPLACE GOV.UK: Menopause risk assessments can identify workplace adjustments to help support your employees’ wellbeing. Action page: https://www.gov.uk/government/publications/conduct-a-menopause-risk-assessment-for-your-workplace/conduct-a-menopause-risk-assessment-for-your-workplace Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: People who use the assessments once they are available; Employee satisfaction with the assessment process and the changes made, in an anonymous survey; Absence rates and retention. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 69 words): Our risk assessments do not consider menopause, and store uniforms and stockroom temperatures came up in focus groups. By June 2027 every site will add menopause to its risk assessment: temperature and ventilation, uniform fit and spares, rest areas, toilets and cold drinking water. We will track how many assessments are completed and acted on, survey staff on the changes, and compare absence and retention with this year’s baseline. 6. REVIEW POLICIES AND PROCEDURES TO MEET THE NEEDS OF EMPLOYEES EXPERIENCING MENOPAUSE GOV.UK: Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures. Action page: https://www.gov.uk/government/publications/review-policies-and-procedures-to-meet-the-needs-of-employees-experiencing-menopause/review-policies-and-procedures-to-meet-the-needs-of-employees-experiencing-menopause Status: [ ] New or in progress [ ] Embedded Why we chose this action: ________________________________________________________________________ How we will track it (measure, group, baseline): ________________________________________________________________________ Metrics the action page suggests: Absence and retention across age groups and sexes, such as women aged 40 to 60; Share of employees using flexible working or reasonable adjustments, by age group and sex; Use of the updated policies among women in that age group; Satisfaction with the support given, in anonymous surveys; Exit interviews with people in the target age group. Baseline: ____________ Target: ____________ Owner: ____________ Review date: ____________ Example (synthetic, 69 words): Our absence policy counts menopause-related absence towards formal stages, and we have no menopause policy. With a group of colleagues with lived experience, we will review our absence, flexible working and uniform policies and publish a menopause policy by September 2027. We will track absence and retention of women aged 40 to 60, the use of flexible working and adjustments by age and sex, and satisfaction in anonymous surveys. Sources: GOV.UK, Action plans: list of actions (https://www.gov.uk/government/collections/action-plans-list-of-actions); GOV.UK, Creating an action plan: guidance for employers (https://www.gov.uk/government/publications/creating-an-action-plan-guidance-for-employers). Last checked 10 October 2026.