Leeds Mindful Employer Network Project Lead, Leigh Staunton, attended the Health & Wellbeing at Work Conference at the NEC Birmingham intent to attend seminars with topics that echoed the themes and challenges emerging from employers across our Network.
This feature is part of Leeds Mindful Employer Network’s ‘In Practice’ series, where we bring together insights from the Conference and real experiences from Leeds-based employers to offer practical guidance and tools you can use right now.
In this article, we focus on menopause at work, and how employers are responding to recent legal changes, moving from awareness into meaningful, sustainable action.
A shift from awareness to accountability
At the Birmingham conference, menopause was explored through the lens of impact, risk and action.
Sessions delivered by Vicky Mose, Founder of Imagine How and Dr Amy Pressland, Head of Talent and Performance at Benenden Health, highlighted the scale and impact of menopause at work, including:
– a significant proportion of people experiencing symptoms that affect their work
– people considering leaving roles due to a lack of support
– stigma and silence continuing to shape how openly people can talk about their experiences
Alongside this, there was a clear focus on the changing legal and organisational landscape.
As outlined in a recent article by Thrive Law, a Leeds-based specialist employment law firm and member of the Leeds Mindful Employer Network, menopause is already protected under the Equality Act 2010 through:
– sex discrimination
– age discrimination
– disability discrimination (where symptoms have a substantial and long-term adverse effect)
With the introduction of requirements around Menopause Action Plans under the Employment Rights Act, the direction of travel for employers is clear. Menopause is moving from being perceived as a “nice to have” wellbeing topic to an area requiring structured, proactive action. It’s become expected, rather than seeming optional, with a structured approach being seen as better practice than an informal one, as government guidelines encourage employers to move from awareness to accountability.
One of the most important observations from the very popular Birmingham seminars on the topic was that the impact of menopause at work is increasingly recognised by many employers, but far fewer organisations have structured, consistent support in place.
What employers are grappling with now
Across both the Birmingham conference and conversations within our Network, we’re hearing the same questions again and again:
– Where do we start?
– What should an action plan actually include?
– How do we make this meaningful, not just a document?
– How do we avoid a “tick-box” response?
This is where learning from real-world practice becomes essential, and where local examples help bring this to life.
For many employers, the challenge isn’t recognising the need, it’s knowing where to start.
What good looks like in practice
At 2026’s Leeds Mindful Employer Network conference, Victoria Small, the Head of Wellbeing at Leeds and York Partnership NHS Foundation Trust shared how they are approaching menopause support across their organisation, offering useful insight into how this can be applied in practice. A few key principles stood out.
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Start with your workforce, not assumptions
A strong starting point is understanding your workforce and their experience.
In practice, this means taking time to consider:
– who your workforce is
– where menopause is likely to be impacting most
– and how confident your organisation is in supporting people effectively
Effective support starts with insight — not assumptions
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Create multiple routes to support
One clear message from both the Birmingham conference and local practice is: There is no single solution
Effective approaches bring together:
– peer support networks
– access to specialist advice
– one-to-one support
– awareness sessions for all staff
– targeted training for managers
This layered approach recognises that both experiences and needs vary widely. One size does not fit all.
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Focus on practical adjustments
What makes the biggest difference is often simple and practical.
Examples include:
– flexibility around start and finish times
– access to quiet or cooler spaces
– choice over working environment
– adjustments to uniform or dress code
These are not complex interventions, but for them to work in practice, they rely on awareness, consistency and a culture where people feel able to speak openly and ask for support.
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Equip managers to respond with confidence
A key theme across both conference sessions and local delivery is the important role of line managers here.
Managers are often the first point of contact, but may not always feel confident in how to respond.
Supporting managers with the below is critical to ensuring that policies translate into practice.
– have open, supportive conversations
– understand the impact of menopause at work
– know what support and adjustments are available, and how to apply them in a way that is practical and meaningful in day-to-day work
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Normalise the conversation
Stigma and silence still prevent many people from speaking openly about menopause at work.
Organisations making progress are those that:
– include menopause within wider wellbeing conversations
– create opportunities for open discussion
– encourage a culture where people feel able to speak up
Turning Insight into Action
Building on what this looks like in practice, the next step for many organisations is transforming this into a clear, structured approach.
What the Birmingham sessions and local practice both show is that this doesn’t need to start with a fully formed “action plan”. It can begin with a small number of deliberate, practical steps that build over time.
Helpful starting points could include:
– Set out a clear, consistent approach
Define what menopause support looks like in your organisation and how it can be accessed in practice. This creates clarity and consistency across teams.
– Be clear on roles and responsibilities
Outline what is expected of managers, HR and senior leaders so support doesn’t rely on individual confidence or discretion.
– Make support visible
Ensure employees know what is available and how to access it, without needing to navigate informal routes.
– Embed this into existing structures
Rather than creating something separate, link menopause support into existing wellbeing, absence, and people policies.
– Build in review points
Regularly reflect on what’s working, where gaps remain, and how support can continue to evolve over time.
Avoiding the “tick-box” trap
There is a risk that menopause action plans become another compliance exercise.
But the organisations seeing the most impact are those treating this as a cultural shift rather than a policy. These plans, and how they are implemented, should be seen as an ongoing process, not a one-off, one-and-done response.
A practical starting point
For employers considering their next steps, the questions below could be a good place to begin.
– Do we understand how menopause is affecting our workforce?
– Do our managers feel confident responding?
– Are adjustments accessible and consistently applied?
– Are we creating an environment where people feel able to talk?
Final thought
Menopause at work is not a niche issue. It’s a workforce issue. A leadership and management issue. And increasingly, a legal one.
But more than that, it’s an opportunity to design workplaces that reflect the realities of people’s lives, and support them to stay, contribute and thrive
As part of our In Practice series, we’ll continue to share practical insights, examples and resources from both national learning and local experience — supporting employers to turn awareness into meaningful action.
Useful Links
Read more about new changes brought in by government in April 2026
Explore guidance for employers on creating an action plan to reduce the gender pay gap and support employees experiencing menopause
View a list of evidenced informed actions you can take
Read Thrive Law’s article on Menopause Action Plans in full
Check out our Leeds Mindful Employer Network resource – A must-read inclusive guide for all employers: Supporting Menopause at Work
