Your menopause action plan, built on evidence your people will actually give you

Not yet. Publishing a menopause action plan is voluntary from 6 April 2026 and, subject to legislation, is expected to become mandatory from spring 2027 for employers with 250 or more employees.

For the 2026 to 2027 reporting year, the deadlines to publish voluntarily are 30 March 2027 for most public authorities and 4 April 2027 for everyone else. The first mandatory plans are expected a year later, in April 2028. Plans are published alongside gender pay gap data.

The guidance sets out 18 suggested actions across five categories. An employer must select at least two: one addressing the gender pay gap and one addressing menopause.

The first step in the guidance is understanding the issues in your own organisation, engaging employees and using workforce data, before you choose which actions to take.

Train managers to support employees experiencing menopause. Offer occupational health advice for employees experiencing menopause. Set up menopause support groups and networks. Offer workplace adjustments for employees experiencing menopause. Conduct a menopause risk assessment for your workplace. Review policies and procedures to meet the needs of employees experiencing menopause.

Each action page on GOV.UK carries the same instruction: gather data before you start, so you can monitor changes for the target group, such as women aged 40 to 60. The tracking metrics it names for each action are set out in our guide, What to measure for a menopause action plan.

Understand the issues in your organisation. Step 1 of the GOV.UK guidance says analysis gives you the evidence you need to choose the right actions, tells you to talk to staff using interviews, focus groups or surveys, and warns you to think about the people who have not responded.

Step 1 lists nine data items to analyse and all nine are gender pay gap measures. For menopause, the measurement instruction sits on each action page: anonymous surveys, awareness and use of existing support, absence and retention among women aged 40 to 60, and a baseline taken before the action starts.

It is a health and safety assessment of how the working environment affects people experiencing menopause symptoms, and of the controls already in place.

It covers temperature and ventilation, uniform and protective clothing, toilets and rest areas, shift patterns and workload timing. It never assesses anyone individually and never scores symptom severity, which keeps it a workplace assessment rather than a clinical one.

Not from an internal survey: answering the organisation that decides your promotion is a career risk, so internal data underreports.

Evidence has to be collected by someone who is not the employer and has nothing to sell in the answer. That is what Summ Base does. An anonymous workforce pulse, live results, and an action list ranked by how many of your own people asked.

No. Never.

We are not a menopause provider and we take no commission from any organisation we measure or signpost. It is the reason we can report honestly when support you already fund is not reaching people.

It composes it with you. The portal holds the government’s 18 recommended actions with your own workforce demand attached, checks the statutory minimum, and assembles the nine-section document. The evidence section is written from your pulse.

A risk assessment composer and a policy template sit alongside it, drafted from your own setup. Everything is information rather than legal advice, and you publish the plan yourself on the gender pay gap service.

Plan is free: the action plan composer, the policy and comms templates, the risk assessment, the readiness check and a full sample report. No card and no call.

Evidence is the annual licence for one legal entity, 12 months, at £24 per person a year for everyone the licence covers: £6,000 at 250 people, £24,000 at 1,000. From 2,000 people the price is not published and we work it out with you.

The price and the questions procurement asks are on the pricing page. Full refund any time before you export your submission pack. No questions.

Your portal opens the moment payment clears. Pay by card and the link arrives straight away. Pay by invoice and it arrives when you confirm your email, or when the invoice is paid for licences above £10,000. The link is your key, so there is no password to set.

Setup then takes about ten minutes: pick your industry, the portal fills in your sector’s departments and support options, and the invitation is ready-written. Most organisations send the survey within a week of setting up.

The licence runs for twelve months and does not renew automatically. We email you before it ends. Renewing is a fresh purchase at the rate per person on the day you renew.

Days, not months. Plan accounts open on email confirmation, Evidence opens when payment clears, and setup takes about ten minutes either way. Employees answer in under two, and results unlock once 10 people have responded.

Small organisations included: the survey works from a few dozen people upwards, and the 10-person reporting floor protects anonymity at any size.