Don’t just publish a plan.
Make it count.
From Spring 2027, subject to secondary legislation, employers with 250 or more employees will be required to publish an Equality Action Plan covering both their gender pay gap and support for employees experiencing menopause.
WLP helps you address the menopause element — understanding what your people actually need, choosing meaningful actions and turning them into a plan that works in practice, not just on paper.
Equality Action Plan, or Menopause Action Plan?
The statutory requirement relates to an Equality Action Plan, which covers two things: your gender pay gap, and support for employees experiencing menopause.
Work Life People’s Menopause Action Plan service helps you address the menopause element of that wider requirement.
The legislation does not require a separate standalone document called a ‘Menopause Action Plan’. It is the name we use for the work of getting the menopause element right.
- Employers with 250 or more employees
- Great Britain only
- Expected from Spring 2027
- Subject to secondary legislation
Based in Northern Ireland? See what applies to you.
Six menopause actions. Which are right for your organisation?
For the menopause element of your Equality Action Plan, government guidance sets out six evidence-informed actions, with employers expected to include at least one.
Manager training
Training managers to support employees experiencing menopause.
Occupational health support
Providing access to appropriate occupational health advice and support.
Support groups and networks
Creating opportunities for employees experiencing menopause to access peer support.
Workplace adjustments
Making appropriate adjustments to help employees manage menopause symptoms at work.
Menopause risk assessment
Assessing workplace risks that may particularly affect employees experiencing menopause.
Policies and procedures
Reviewing relevant policies and procedures to ensure menopause is appropriately considered.
It’s what your people actually need.
But which actions are right for your organisation?
Choosing an action and publishing a plan is one thing. Making sure that action responds to what your people actually need is another.
Understanding employee experience alongside your existing policies and workplace practices gives you a much stronger basis for deciding where to focus.
Government provides the framework. We help you determine where action will make the greatest difference.
Start with the evidence.
Start with what your people actually need
Every organisation is different. What works for one may not be what works best for another.
A meaningful action plan starts with understanding what’s actually happening in your organisation. Our evidence-led approach looks across People, Policy and Practice to help you understand where you stand, identify the gaps and decide where action will make the greatest difference.
That means your plan isn’t based on assumptions or a generic template. It’s built around your organisation and the people who work in it.
policy criteria assessed
workplace risk areas
perspectives: People, Policy and Practice
Measure → Plan → Deliver → Report
A straightforward, four-stage approach.
Understand where you are now.
Listen to your people and review your existing policies and workplace practices.
Decide what matters most.
Turn the evidence into meaningful, prioritised actions and clear commitments.
Put the plan into practice.
Implement the agreed actions with the right guidance, learning, tools and support.
Track and communicate progress.
Publish your plan and build the evidence needed to understand what’s changing over time.
How ready is your organisation?
Answer 15 questions to get an instant view of your current readiness and identify the areas you may need to consider before the new requirements take effect.
- 15 questions
- Takes less than 10 minutes
- Instant result
- No sales call required
- Free to use
Start where you are.
Some organisations simply need to understand the requirements and assess their readiness. Others already know where their gaps are and need help developing and implementing their plan. And some want ongoing support to measure progress and keep the plan moving forward.
Start with the level of support that’s right for your organisation.
Menopause Readiness Scorecard
A quick self-assessment to understand where you currently stand.
- 15 questions, under 10 minutes
- Instant result
- Free to use
Gap Analysis
A structured review of your policies, data and workplace practice against what a credible plan needs.
- Full policy audit
- Prioritised gap list
- Written findings report
Build & Implement
A co-created plan built on evidence, ready for sign-off and publication, with support to roll it out.
- Full diagnostic
- Publishable plan
- Implementation guidance
Annual Partner
Ongoing support to re-measure, report on progress and keep the plan moving forward.
- Yearly re-measurement
- Progress reporting
- Advisory access
Real people. Real workplaces. Real impact.
“Coming away from the course my colleagues and I are equipped with simple changes we can implement easily, and a great start to developing our approach.”
Brenda Bennett
VP HR Business Partner, FinTrU
“She brought her wealth of knowledge of all things menopause and articulated it in a thoughtful and compassionate manner.”
Rachel Hughes
Senior Manager Distribution Operations, Bank of Ireland
Not sure where to start?
Book a free call to talk through what’s happening in your organisation and what would be most useful.