Common Questions From Businesses & Organisations
Because menopause affects attendance, performance, retention and can present legal risk.
Without clear guidance, managers may respond inconsistently, increasing the likelihood of grievances, discrimination claims, and the loss of experienced staff.
Menopause is already covered by existing employment and equality law.
Employers are expected to manage menopause-related issues fairly, make reasonable adjustments where appropriate, and ensure managers do not discriminate or disadvantage staff.
Proposed changes under the Employment Rights Bill will place clearer expectations on employers around menopause support.
From 2026, organisations will be encouraged to take a more structured approach, with mandatory Menopause Action Plans expected for employers with 250+ employees by 2027.
The Menopause Ready Programme helps organisations prepare in a proportionate way, whether requirements are mandatory or voluntary.
A practical workplace programme that puts clear menopause support in place across your organisation, while also helping individuals understand their symptoms, options, and how to support themselves at work — so managers can respond appropriately and consistently.
Most training focuses on awareness only.
Menopause Ready is an accredited programme delivered directly by Sarah that combines awareness, manager training, and internal champions to support culture change and compliance.
Yes. Menopause impacts teams, performance, and management decisions across all workforce types.
It adds some structure upfront, but reduces ongoing issues by giving managers clear guidance, boundaries, and escalation routes.
Book a no-obligation conversation to talk through your organisation’s needs and next steps. I look forward to hearing from you.