McPhail Watmore Associates Ltd
Menopause Training and Action Plan Support
Support your people, and meet the new expectation
Under the Employment Rights Act 2025, larger employers will be expected to publish a menopause action plan, showing how they support employees experiencing menopause. We help you meet that expectation and build a genuinely supportive workplace, with menopause awareness training for everyone, practical training for managers, and hands on support to develop your action plan.
Menopausal women are the fastest growing group in the workforce, yet around one in ten leave their jobs because of unmanaged symptoms. Getting this right protects your people and helps you keep experienced, valued colleagues.
250+ employees
Expected to publish a menopause action plan
Voluntary now, 2027
Expected to become mandatory, subject to regulations
1 in 10
Women leave work due to unmanaged symptoms
What does the Employment Rights Act 2025 require on menopause?
The Employment Rights Act 2025 introduces a duty for employers with 250 or more employees to publish an equality action plan, which includes setting out how they support employees through the menopause. Publishing is voluntary from April 2026 and is expected to become mandatory from 2027, once the supporting regulations are finalised. Employers are being encouraged to act during this window rather than wait.
As menopause related tribunal claims continue to rise, organisations are increasingly judged on the practical steps they took, not on whether a policy existed.
Policy, or proof?
Most organisations already have a menopause policy. A policy sets out your intent.
A menopause action plan is different. It sets out proof, the specific, evidence based actions you are taking and can point to. That shift from intent to evidence is what you will be judged on.
Training at two levels
Support works best when everyone understands what menopause is and how it shows up at work, and when managers in particular have the confidence to respond well. You can book either session on its own, or both as a programme.
For everyone
Menopause Awareness
This session breaks the silence that still surrounds menopause at work, where a third of women say they actively hide their symptoms. We cover what menopause is, the wide range of physical and psychological symptoms it can bring, and the practical difference an understanding workplace makes. The aim is a culture where menopause can be talked about openly, so people get support instead of struggling quietly or leaving.
For managers
Menopause for Managers
If you manage people, this session gives you the confidence to have supportive, sensitive conversations, to recognise when someone may be struggling, and to know what practical adjustments can help. We cover the manager's role, how to handle disclosures well, the adjustments that make a real difference, and how to balance support with fair and consistent management. Managers do not need to be experts, they need to know how to respond.
Support with your menopause action plan
Beyond training, we can help you develop the menopause action plan itself. Whether you are a larger employer preparing for the publishing duty, or a smaller organisation choosing to act ahead of any requirement, we work with you to build a plan that is practical and evidence based rather than aspirational.
That means looking at your own workforce data, identifying the actions that will make a genuine difference in your organisation, and setting them out in a way you can stand behind and measure. A plan that provides proof, not just intent.
Menopause, the Equality Act 2010, and the reasonable adjustments duty
It is worth knowing how menopause connects to wider equality legislation. Menopause is not in itself a protected characteristic, but sex, age and gender reassignment are. Additionally, where menopausal symptoms have a substantial and long term adverse effect on someone's ability to carry out normal day to day activities, they can meet the legal definition of a disability under the Equality Act 2010, as confirmed by the Employment Appeal Tribunal. Where that is the case, the duty to make reasonable adjustments applies.
This is assessed individually rather than as a blanket rule, and it is one of the reasons manager awareness matters so much. Our reasonable adjustments training covers this duty in detail, and the two areas work well together.
What our clients say
“
I had a great day yesterday, and learnt so much!
I will be meeting with our managers all next week, and I am sure that their learning will influence how we move forward.
Thank you for your energy and commitment.
Chief Officer
Age UK Torbay
“
The training on the day both myself and HR Director, were pleased to find it engaging and practical, with clear and relatable hospitality specific examples aligned to the law.
Assistant Learning & Development Manager, People and Culture
Four Seasons
“
Experience was really good – workshop activities made me think of things that would impact me – all topics were enjoyable
Employee
Redbridge Council
Trusted by organisations across
Higher Education•
NHS•
Government•
Finance•
Legal•
Housing•
Charity
Who this training is for
Menopause Awareness suits everyone, at any level. The manager session is essential for line managers, HR professionals, and anyone responsible for supporting staff. The action plan support is aimed at HR directors, reward and EDI leads, and senior leaders, particularly in organisations with 250 or more employees.
We work with organisations across the UK in the public and private sector, including higher and further education, the NHS, national and local government, finance, legal and professional services, housing and the charity sector, many of which employ large, experienced workforces where menopause support has a direct effect on retention.
Our approach and credentials
All of our training is bespoke. We take time to understand your organisation, your sector and your people, then build the session around the realities they will recognise. Sessions can be delivered in person or online.
Our consultants are experienced practitioners drawn from the public and private sector. McPhail Watmore Associates was established in 2000, and our founder Fiona McPhail is a Chartered Fellow of the CIPD with 30 years' experience in HR and equality, diversity and inclusion. You can read more about our team on our About page.
Established 2000
Over 25 years of training and consultancy
Chartered FCIPD
Founder led, 30 years' experience
Charter assessors
Investors in Diversity, Disability Confident Level 3
Seven consultants
Public and private sector practitioners
Frequently asked questions
What does the Employment Rights Act 2025 require on menopause?
It introduces a duty for employers with 250 or more employees to publish an equality action plan that includes how they support employees through the menopause. Publishing is voluntary from April 2026 and is expected to become mandatory from 2027, subject to final regulations. Employers are encouraged to prepare during this window.
Is a menopause policy enough?
Not on its own. A policy sets out your intent. A menopause action plan sets out proof, the specific evidence based actions you are taking. As tribunal claims referencing menopause rise, organisations are increasingly judged on the practical steps they took, not on whether a policy existed. The two work together, but the action plan is what demonstrates real support.
Is menopause a disability?
Not automatically. Menopause is not itself a protected characteristic. However, where symptoms have a substantial and long term adverse effect on normal day to day activities, they can meet the definition of a disability under the Equality Act 2010, which brings the duty to make reasonable adjustments. This is assessed on an individual basis.
What about other protected characteristics?
Although menopause is not a protected characteristic in its own right, sex, age and gender reassignment are. Policies and action plans need to consider these intersectional implications, to ensure a comprehensive approach is taken.
Is the training for managers or all staff?
Both. Menopause Awareness is designed for everyone and helps build an open, supportive culture. Menopause for Managers is for those who support staff directly and need the confidence to have the right conversations and offer the right adjustments. Many organisations commission both.
Talk to our team about preparing for October 2026
Whether you need a single session or a programme across your whole organisation, we will build the right approach for you.