Retention
Experienced employees may consider reducing hours, stepping back from progression or leaving altogether if they feel unsupported, misunderstood or unable to discuss symptoms safely at work.
Online Lunch and Learn for employers
Menopause at work: what employers need in place before action plans become mandatory
Menopause support is moving higher up the employer agenda. Join Jenny Winton, HR Consultant at Strategic HR, for a practical online Lunch and Learn covering what employers should have in place now, how to support employees with confidence, and how to prepare ahead of expected mandatory action plan requirements from spring 2027.
Registration will be managed through Microsoft Teams. The registration link will be added once the event page is set up.
Why this session matters
Menopause support is now a business-critical HR issue
Menopause is no longer something employers can afford to leave to informal conversations or inconsistent line manager judgement. A clear approach can help reduce absence, improve retention, support equality and give managers the confidence to respond well.
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Compliance
Menopause is not a standalone protected characteristic, but it can overlap with sex, age and disability discrimination risks, as well as health and safety and flexible working duties.
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Culture
Clear support helps create a more inclusive workplace where people feel able to speak up early, before issues turn into grievances, sickness absence, performance concerns or formal claims.
The practical message for employers: waiting until 2027 could leave policies, managers and support routes underprepared. This Lunch and Learn will help you understand what to review now and how to build a more confident menopause support framework.
What we will cover
Practical steps employers can take before 2027
This session is designed to help employers move from good intentions to clear, practical workplace support. Jenny will explain what should be reviewed now, what a good menopause plan should include, and how managers can respond with confidence.
Built for busy employers: the focus will be practical HR actions, workplace risk areas and clear support routes, not complicated legal theory.
Why menopause at work matters
The workplace impact of menopause symptoms, the business case for support, and why this is becoming a more visible people and culture issue for employers.
The legal and HR implications
How menopause can connect with discrimination, disability, health and safety, flexible working, absence management and data protection responsibilities.
What a good plan should include
The practical areas to cover, including workplace adjustments, flexible working, risk assessments, training, support routes and regular policy review.
How managers can support employees well
How to approach conversations sensitively, what not to say, when to involve HR or occupational health, and how to build management confidence.
How to prepare for action plans becoming mandatory
The session will look ahead to expected mandatory Equality Action Plans for larger employers from spring 2027, and the steps organisations can take now so they are not scrambling at the last minute.
Session agenda
A clear, practical agenda for busy employers
The session will take employers through the key issues in a logical order, from the business case and legal context through to practical policies, manager conversations and next steps.
Designed for action: attendees should leave with a clearer idea of what to review, what to update and where manager training may be needed.
01
Welcome and context
Why menopause support is now a strategic HR issue, and why employers should start preparing before action plans become mandatory.
02
The legal landscape
A practical look at Equality Action Plans, discrimination risks, health and safety duties, flexible working and related HR considerations.
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What good support looks like
The practical ingredients of an effective menopause policy or action plan, including support routes, adjustments and review points.
04
Manager confidence and workplace culture
How to create an environment where employees feel able to speak up and managers know how to respond consistently and sensitively.
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Q&A and next steps
A chance to ask questions and identify what your organisation may need to review, update or introduce after the session.
Good outcome: a more confident understanding of menopause support at work, what employers should prepare now, and how to avoid last-minute policy updates in 2027.
Who should attend?
Built for the people responsible for workplace support
This Lunch and Learn is designed for anyone responsible for people, culture, compliance, employee wellbeing or day-to-day management. It will be especially useful if your organisation needs a clearer menopause policy, stronger manager guidance or a practical plan ahead of 2027.
HR professionals
For HR teams who need to update policies, prepare action plans and support managers with sensitive employee conversations.
Business owners
For leaders who want to understand the commercial, cultural and legal reasons for taking menopause support seriously now.
Line managers
For managers who want more confidence recognising issues, holding supportive conversations and knowing when to involve HR.
People and culture leads
For those building wider wellbeing, inclusion, absence management, retention or employee engagement strategies.
Not sure whether this session is relevant? If you manage people, shape HR policy or support workplace wellbeing, the session will give you practical points to take back into your organisation.
Teams registration opening soonWhat you will take away
Leave with a clearer plan for practical menopause support
By the end of the session, attendees should have a stronger understanding of what employers need to review, what managers need to know, and how to create a more consistent framework for supporting employees affected by menopause symptoms.
Practical, clear and employer-focused
The session is designed to help you turn policy, training and workplace support into realistic actions your organisation can start reviewing now.
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A clearer understanding of employer responsibilities
Understand how menopause support connects with equality, health and safety, flexible working, absence management and wider HR good practice.
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A practical view of what to review now
Identify the policies, support routes, training needs and workplace adjustments that may need attention before action plans become mandatory.
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More confidence for line managers
Learn what managers should consider when having sensitive conversations, recognising support needs and knowing when to involve HR or occupational health.
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A better framework for workplace culture
Consider how clear menopause support can help build trust, reduce stigma and encourage earlier conversations before issues escalate.
Meet your speaker
Practical HR guidance from Jenny Winton
Jenny works with employers to provide practical, commercially aware HR support. In this Lunch and Learn, she will guide attendees through the key HR, legal and workplace culture issues employers should consider when developing menopause support and preparing for future action plan requirements.
The session will focus on clear policies, realistic workplace adjustments and confident manager conversations, helping organisations move from good intentions to meaningful, consistent support.
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Employer-focused: designed around the practical realities of managing people, risk and workplace wellbeing.
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Plain-English guidance: clear explanations of what employers should review before action plans become mandatory.
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Action-led: focused on policies, training, manager confidence and support routes that can make a real difference at work.
Meet your speaker
Practical HR guidance from Jenny Winton
Jenny works with employers to provide practical, commercially aware HR support. In this Lunch and Learn, she will guide attendees through the key HR, legal and workplace culture issues employers should consider when developing menopause support and preparing for future action plan requirements.
The session will focus on clear policies, realistic workplace adjustments and confident manager conversations, helping organisations move from good intentions to meaningful, consistent support.
- ✓
Employer-focused: designed around the practical realities of managing people, risk and workplace wellbeing.
- ✓
Plain-English guidance: clear explanations of what employers should review before action plans become mandatory.
- ✓
Action-led: focused on policies, training, manager confidence and support routes that can make a real difference at work.
Support after the session
Need help putting a menopause plan in place?
Strategic HR can support employers with practical, tailored menopause support, from reviewing existing policies through to developing action plans, training managers and creating clearer workplace support routes.
Policy and action plan development
Clear documents that set out your approach, support routes, responsibilities, review points and practical steps for supporting employees affected by menopause symptoms.
Manager training
Practical training to help managers recognise potential issues, hold sensitive conversations, respond consistently and understand when to involve HR or occupational health.
Workplace adjustments and support
Guidance on flexible working, risk assessments, absence support, occupational health input and reasonable workplace adjustments where they may be needed.
Looking for practical HR support? Speak to Strategic HR about menopause policies, action plans, manager training or wider workplace wellbeing support.
Contact Strategic HRFAQs
Questions about the Lunch and Learn
Here are some useful answers for employers, HR professionals and line managers considering whether to attend the session.
Registration note: the Microsoft Teams registration link will be added once it has been set up.
Is this event only for employers with 250 or more employees?
No. The expected action plan requirements are aimed at larger employers, but menopause support is relevant to organisations of all sizes. Every employer should understand how menopause may affect wellbeing, attendance, performance, equality and workplace culture.
Will the session cover action plan requirements?
Yes. The session will look at the direction of travel for employer action plans and what organisations can do now to prepare. The focus will be practical, including policies, manager training, support routes and review points.
Who should attend?
The session is suitable for employers, HR professionals, senior leaders, people and culture teams and line managers. It is especially useful for anyone responsible for employee wellbeing, workplace adjustments, absence management, equality or manager training.
How do I register?
Registration will be managed through Microsoft Teams. The Teams registration link is being set up and will be added to this page shortly.
Will there be a Q&A?
Yes. The session is expected to include time for questions, giving attendees the opportunity to explore practical issues around menopause policies, manager confidence, workplace adjustments and support routes.
Is this legal advice?
No. The session will provide general HR information and practical guidance for employers. It is not legal advice. For support with a specific workplace issue, you can contact Strategic HR directly.
Still have a question? Contact Strategic HR if you would like to ask about the session, menopause support, action planning or manager training.
Contact Strategic HR