World Menopause Day – 18th October 2026

World Menopause Day is on the 18th October and each year this day is used to raise awareness of menopause with the purpose of improving the experience around the world for women. Each World Menopause Day has a different emphasis and this year it will be “Chronic Pain at Midlife”. For more information on this see:

 World Menopause Day 2026 – International Menopause Society

For employers, this day should be a reminder to consider how menopause can affect people at work and what they could do to assist them and reduce the workplace impact of menopause. Employees can be experiencing menopause themselves or be supporting someone who is experiencing menopause. There have been a rising number of claims citing menopause and employers should be considering ways to reduce this by fostering a more supportive and inclusive environment. 

Mandatory Equality Action Plans – Spring 2027

For larger employers with 250 plus employees, the government intends to introduce mandatory equality action plans which will require those employers to identify the steps it is taking to support employees experiencing menopause. This is expected to come into force in Spring 2027.

 In March 2026, the government published guidance on gender equality plans Creating an action plan: guidance for employers – GOV.UK . This guidance applies to all employers and smaller employers are encouraged to also consider making actions plans. 

BSI and ISO new global standards on menstruation and menopause in the workplace

Published on 7th September 2026, this provides practical recommendations on workplace culture policies and procedures including considering reducing the risk of employees leaving the workplace early due to menopause.

Menopause and Discrimination

Potential discrimination claims can be brought depending on the facts, due to the treatment of those experiencing menopause. Employers should consider providing practical advice and implementing effective workplace polies to reduce such risks in line with guidance available. Employers should certainly have a specific menopause policy setting out how staff can raise issues relating to menopause and how these will be dealt with. 

If you would like advice on any aspect of menopause in the workplace including developing a menopause policy, training for managers and creating an action plan then do get in contact with our employment team Employment Law Solicitors | Employee & Employer Advice | Oxfordshire & Northamptonshire

The contents of this article are a general guide only at the date of publication. It is not comprehensive, and it does not constitute legal advice. Specific legal advice should be sought in relation to the particular facts of a given situation.