Menopause support for employers who want practical change
At Marsh we help businesses build credible, joined-up menopause support that protects people, strengthens leadership and improves retention.
Every organisation is different: different workforce profiles, different benefit structures, different cultures. We start by understanding yours to then we help you make the decisions that matter with confidence, and at pace.
A practical menopause consultancy offer for employers
How we help
We combine policy, leadership, occupational health, communications and inclusion strategy into one joined-up response.
That means practical support for people, clearer decisions for leaders and a more sustainable approach for your business.
Our services
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Menopause policy review
We review your existing menopause, absence, flexible working and wellbeing policies against good practice, the Equality Act 2010, Employment Rights Act 2025 and peer benchmarks.
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Occupational health, risk assessment & workplace adjustments
We help you strengthen occupational health provision, assess workplace risk and put reasonable adjustments in place through one joined-up pathway.
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Communications & engagement strategy
We design the messaging, channels and campaign assets that help your menopause programme land, stick and reach the right people.
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Leadership & executive coaching
We coach your C-suite and senior leaders to role-model inclusive behaviours, sponsor change and take accountability for making menopause support stick.
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Inclusion strategy development
We help you build a wider DEI strategy with menopause embedded at its core, addressing the root causes behind stalled careers, unfair performance outcomes and retention risk.
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Menopause training support
We provide manager training and employee awareness programmes to help you build a culture where managers feel confident having sensitive conversations, and where employees feel safe to come forward.
Assess your workplace support for menopause
Why act now?
Legislation is moving, and employers are expected to be ready
The direction of travel is clear: large employers are being encouraged to publish voluntary Menopause Action Plans from April 2026, ahead of mandatory reporting requirements due in spring 2027.1
These plans are intended to set out the practical steps an organisation is taking to support employees experiencing menopause. They sit alongside gender pay gap reporting obligations and broader Equality Action Plans, creating a stronger expectation of transparency and accountability.
For many organisations, this is not just a compliance exercise. It is an opportunity to demonstrate real commitment to inclusion, retain experienced talent and build a working environment where people thrive at every stage of life.
Key milestones
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April 2026
Voluntary Menopause Action Plans encouraged for employers with 250+ employees.2 -
Spring 2027
Mandatory publication required for employers with 250+ employees.1
Sources:
1. https://www.gov.uk/government/publications/creating-an-action-plan-guidance-for-employers/overview
2. https://menopausefriendly.co.uk/menopause-action-plans-employers/
Why Marsh?
More than advice. A partner in action.
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We understand your context
Workforce profile, culture, benefits and risk all shape the right answer. -
We help you act with confidence
Practical guidance grounded in employee health, HR risk and the regulatory landscape. -
We help you make change stick
Leadership, communications and accountable delivery turn intent into progress.
Whether you need training, a policy review, a leadership programme, a champions network or a wider inclusion strategy, we can help you move from intent to action.
Want to speak to someone?
What menopause is and why it matters at work
Menopause is a natural stage of life. It happens when hormone levels change over time. This can affect employees during perimenopause, menopause and post-menopause.
Perimenopause is the time before menopause, when symptoms may begin. Menopause is usually reached when someone has not had a period for 12 months. Post-menopause is the time after that. Some employees may also experience menopause earlier because of medical treatment or surgery.
Menopause affects people differently. Some employees may have no symptoms. Others may experience hot flushes, sleep disruption, low mood, anxiety, brain fog, headaches and changes in energy or confidence.
For many, these symptoms last for several years. In a full-time working environment, the impact can be significant.
For employers, this is not just a health and wellbeing issue. It is a talent, diversity and productivity issue.
Source: NHS UK
The business case for action
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Retention
Unmanaged menopause symptoms can contribute to people reducing hours, turning down progression opportunities or leaving employment at the point in their careers when they are most experienced and valuable. -
Presenteeism and absence
Employees may continue working while unwell, or miss work without feeling able to explain why. That means the underlying issue goes unaddressed and support is not put in place early enough. -
Legal exposure
Menopause-related tribunal claims have tripled in recent years, and symptoms that have a substantial, long-term effect on day-to-day activities may create obligations under the Equality Act 2010.
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Productivity
When symptoms are unmanaged, the impact can be felt across performance, concentration, confidence and engagement. That has a wider effect on teams, managers and organisational output.
