Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure that employers provide supportive, flexible environments, including temperature control, modified duties, and open dialogue to prevent talent loss due to employees' menopausal and peri-menopausal symptoms.

As part of Employment Rights Act 2025, we took the first step towards requiring large employers from the private and voluntary sectors in England, Wales and Scotland and the public sector in England to publish an action plan detailing what they are doing to support employees through the menopause. In order to support employers to produce their plans, we will provide guidance on the actions we recommend they take, drawn from existing evidence. This is likely to include elements around workplace flexibility and training for line managers and will be publicly available for all employers.

In addition, the Department for Work and Pensions has already published guidance for small employers on measures to consider relating to uniform and temperature, flexible working and recording menopause-related leave and absence. This is available on the Advisory, Conciliation and Arbitration Service website.

Furthermore, broader measures introduced as part of the Employment Rights Act 2025 will encourage more supportive workplaces. With elements around access to flexible working and changes to Statutory Sick Pay helping employees managing menopause symptoms.