The Menopause Action Plan
- cnasir9
- Sep 10
- 3 min read
Changes to the Employment Rights Bill and Preparing Corporate UK through Human-Centred Change
When Amy Dowzell underwent surgical menopause at 37, she could have retreated into silence. Instead, she transformed her pain into purpose, creating support networks across her workplace that would revolutionise how an entire organisation approaches women's health.
Her story is one of several case studies featured in the MAP SPECIAL REPORT 2025, a testament to the power of lived experience driving systemic change.
The Menopausal Action Plan (MAP) is part of the UK Employment Rights Bill (ERB). Currently, the Bill is being prepared to mandate menopause action plans for large employers by 2026.
However, much of the groundwork has been underway for some time, thanks to a remarkable community of advocates, experts and forward-thinking leaders who are already charting new territories of workplace inclusion.
The MAP SPECIAL REPORT 2025, prepared by Clare Nasir for Green Executives, is a collaboration of a handful of these experts who collectively speak for menopausal women, employees, employers, leaders and board members.
Meet the Experts in this Report
Legal expert Michelle Corrigan navigates the evolving regulatory landscape, shedding light on the MAP framework and timeline.
While wellness specialist Rebecca Fredericks reframes menopause as an economic imperative and lays out the best organisational MAP practice.
DEI champion, Chair of POWERful Women and Advisory Board Member of Green Executives, Monica Collings OBE, brings deep experience into placing leadership and organisations at the heart of systemic and inclusive change.
Business psychologist Julie Verdon discusses the emerging intersection of menopause and neurodivergence, highlighting the new challenges some women are facing as they strive to uphold high standards in their careers.
These people are just a few of many who are leading the way and are a shining light to the 6 million working women who are currently experiencing menopause symptoms.
Unlocking Corporate Potential
The numbers tell a stark story: 83% of menopausal women feel their performance is negatively impacted, with one in ten women leaving their jobs due to symptoms. But behind these statistics lies a deeper truth—organisations that embrace comprehensive menopause support are unlocking hidden potential.
Gower College, Swansea, for example, has seen a 70% increase in attendance among women over 47. Meanwhile, Lloyds Banking Group's comprehensive "Menopause Promise" demonstrates how inclusive policies can become a competitive advantage. What makes this movement particularly powerful is its grassroots nature.
Change isn't just flowing from boardrooms down, but also from individual experiences upward. DEI leader Monica Collings calls it the difference between policy and transformation—true change happens when organisations listen to their people and respond with both strategy and heart.
The Neurodivergent Connection
The research compiled in this report reveals territories previously unmapped by corporate policy. Julie Verdon's insights into the menopause-neurodivergence connection illuminate how nearly 700,000 UK women may be experiencing both transitions simultaneously, requiring support that goes far beyond standard workplace adjustments. It's the kind of intersectional thinking that completely transforms our understanding of workplace inclusion.
These champions—from national advocates appearing on ITV's This Morning to local managers creating quiet spaces for difficult conversations—represent something profound. They're proving that the most effective workplace policies often emerge not from theoretical frameworks, but from the wisdom of those who've walked these paths themselves.
As legislative change approaches, their collective work provides practical guidance, thereby offering a clear pathway for workplaces where supporting people through life's transitions is how business is done.
In a world where talent retention and authentic inclusion determine competitive advantage, these people featured in the MAP Special Report 2025 represent the many who are changing what it means to be human at work. Because sometimes the most important changes start with one person refusing to suffer in silence.
Read the full Menopause Action Plan report here. It offers comprehensive guidance for organisations preparing for the changes to the UK Employment Rights Bill.
