The UK government has committed to introducing mandatory menopause action plans for employers with 250+ employees. Preparation is expected to begin from 2026, with formal reporting requirements following in 2027.

This week I was asked: “We’re not 250 employees. Where do we begin?” Headcount is a regulatory threshold. It is not a leadership threshold.

Menopause support does not begin at 250 employees. It does not begin in 2027. It begins wherever women are working, leading, and contributing today.

What’s Already Here 

Perimenopause can begin earlier than you think, often signs start to show in the late 30s.

Sleep disruption Rising anxiety Cognitive shifts Energy fluctuations

One in three women experience symptoms significant enough to affect daily life. Many are at peak leadership capability when this begins.

In the menopause questionnaire I recently reviewed, 75% of women said they are open to structured support .

Three out of four.

The appetite is there.

What It Looks Like in Real Life

Two years ago, before speaking at a large conference, I stood backstage with my heart racing and my breath high in my chest. Exhausted. Scared, wanting to disappear.  Questioning whether I should be there at all.

This week, speaking again, I felt grounded. Present. Clear.

The difference was not personality. It was support. Small physiological tools and menopause support changed how I showed up. When the system feels safe, the voice returns.

Now imagine a woman in your organisation experiencing sleep disruption and rising anxiety for months.

She may speak less in meetings. She may hesitate before putting herself forward. She may step back from visibility.

Silence Feels Safer Than Visibility

At this week’s event, one comment carried weight:

“We don’t want to be singled out.”

Women want to contribute without being defined by a transition. In environments where psychological safety is unclear, silence becomes protective.

High-performing women adjust internally. They carry the impact privately. They reduce exposure rather than request flexibility.

This happens in teams of 15 and in organisations of 2,000.

Leadership Means Being in the Room

At this event, WOMEN TOGETHER and Vanguard Collective - men and women were present together.

Questions were direct. Reflections were anonymous. Several men said clearly:

“Men need this training.” “Men need to understand this.”

When leaders choose to learn collectively, menopause shifts from an individual concern to a shared organisational competency.

You Do Not Need 250 Employees.

You Do Not Need to Wait Until 2027.

A smaller organisation can move early. It can signal safety clearly. It can create informed conversations before silence becomes attrition.

Starting early strengthens retention, leadership continuity, and performance. Waiting postpones clarity.

Start Here

If you are asking where to begin, begin with awareness. Is your organisation menopause ready? The Menopause Readiness Assessment takes two minutes and offers a snapshot of:

• Awareness levels
• Manager confidence
• Psychological safety
• Visibility of support
• Immediate opportunities to strengthen culture

Take the Quiz here

Menopause is already present in your organisation. Leadership determines whether women stay visible, or grow quieter.

Torild