The GB requirement might not apply,
but the case for action still does.
The new Equality Action Plan requirements apply in Great Britain and do not extend to Northern Ireland.
But Northern Ireland employers don’t need to wait for legislation to take meaningful action on menopause.
A Menopause Action Plan can give your organisation a structured, evidence-led way to understand what your people need, identify where change would make the greatest difference and put practical support in place.
England, Scotland and Wales
New Equality Action Plan provisions apply to employers with 250 or more employees, expected from Spring 2027 and subject to secondary legislation.
A separate legislative framework
Employment and equality law operate separately. These provisions do not extend to Northern Ireland, so NI employers are not required to produce a Menopause Action Plan as a result of these changes.
So why have a Menopause Action Plan?
Because legislation isn’t the only reason to act.
A structured Menopause Action Plan can help an organisation:
- Understand what employees are actually experiencing
- Identify gaps in current support
- Review relevant policies and workplace practices
- Give managers greater clarity and confidence
- Identify practical workplace adjustments
- Prioritise action rather than one-off initiatives
- Demonstrate a meaningful commitment to wellbeing and inclusion
- Measure whether the action taken is making a difference
It’s about creating a better workplace.
A useful benchmark, not a legal requirement
The work taking place in Great Britain provides a useful framework for thinking about menopause support. Current government guidance identifies six evidence-informed areas of action.
For Northern Ireland employers these aren’t statutory requirements – but they are useful areas to consider when deciding what good menopause support could look like.
Manager training
Occupational health support
Support groups and networks
Workplace adjustments
Menopause risk assessment
Policies and procedures
It’s what do your people actually need.
Start with the evidence
Every organisation is different. So rather than starting with a generic menopause policy or a list of initiatives, we start by understanding what’s actually happening in your organisation.
Our evidence-led approach looks across People, Policy and Practice to identify what’s working, where the gaps are and where action is likely to make the greatest difference.
People
Policy
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.
Two ways forward
Menopause Action Plan
A structured, evidence-led plan setting out what your organisation will do, why those actions and in what order — built around your people rather than a template.
- Evidence-led starting point
- Prioritised, practical actions
- Measure whether it made a difference
Menopause Accreditation Programme
The full pathway: understand where you stand, act on what matters most, measure the change and receive independent recognition of the progress you’ve made.
- Four diagnostic tools
- Improvement plan and remeasurement
- Accreditation on demonstrated progress
For organisations working across GB and Northern Ireland
If your organisation employs people across Great Britain and Northern Ireland, the legal requirements may differ — but your approach to menopause support doesn’t have to.
We can help you develop a consistent organisation-wide approach while recognising the different legislative position in Northern Ireland.
[ Human workplace image ]
You don’t need a legal requirement to make meaningful change.
If you want to understand where your organisation stands and what meaningful menopause support could look like for your people, let’s talk.