Fewer than half of UK employers have a menopause policy, Brightmine research reveals

By Clare Moore, Brightmine Communications Manager

Brightmine urges stronger training and accountability as the UK Employment Rights Bill proposes mandatory menopause-friendly workplace action plans. The research also warns that men’s health is also being overlooked.

New Brightmine research shows that while awareness of menopause in the workplace is growing, many UK employers are failing to implement meaningful change. Only 45% of organisations have a menopause policy, leaving a significant gap in support for women during mid-life and beyond.

This comes as the UK Employment Rights Bill proposes mandatory menopause-friendly workplace action plans by 2027, aiming to improve transparency, accountability, and inclusion.

Key findings from Brightmine menopause research

• Just 3% of employers make their menopause policy publicly available.
• 35% of HR professionals believe their organisation is not doing enough to support menopause.
• Only 6% feel their organisation provides adequate support for women during menopause.
• Practical measures exist—78% offer drinking water access and 60% provide flexible working—but 47% don’t measure impact.
• Training is a major gap: nearly half (47%) have no menopause training planned, and where training exists, it’s rarely compulsory.
• Manager confidence is low: only 29% of HR professionals say line managers feel confident handling menopause issues, while 60% admit to low or no confidence.

“Policies are all well and good, but unless line managers understand and apply them consistently, organisations are left exposed,” said Bar Huberman, Content Manager at Brightmine. “If menopause action plans become mandatory, employers must rethink how they train and equip managers.”

Men’s health: The overlooked issue

Brightmine research also highlights a gender health gap:

• 0% of organisations have a standalone men’s health policy.
• While some initiatives exist, fewer than 1 in 5 report meaningful employee engagement.

Huberman adds:

“True workplace equality means supporting health challenges linked to different genders, backed by clear policies and confident managers. Inclusive policies and effective training create workplaces that work for all.”

Why this matters

With mandatory menopause action plans on the horizon, organisations must act now to:

• Develop comprehensive menopause policies.
• Make policies accessible and transparent.
• Invest in training for HR and line managers.
• Address men’s health inclusion to ensure gender equality.