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Posted: Tue 6th Jan 2026
Last updated: Tue 6th Jan 2026
4 min read
Margaret Wood has built a consulting business that helps organisations prepare for significant changes in employment law around menopause support that will become mandatory in 2027.
Based in South Yorkshire, Margaret spent 11 years in government working on increasing women's representation in senior positions.
Through that experience, she saw the challenges that women face during menopause – a life stage that often coincides with peak career years but can derail professional progression.
Under the Employment Rights Bill, organisations with more than 250 employees must publish menopause action plans by 2027, with voluntary adoption encouraged from April 2026.
These equality action plans must outline how employers will support employees who are experiencing menopause and address gender-related pay gaps.
Margaret says:
"Having menopause action plans is actually supporting everyone – because I believe everyone needs educating due to the attitudes towards menopause in the past."
Her approach focuses on educating entire workforces, not just women going through menopause.
According to government research, menopause costs around £1.5 billion each year due to women leaving employment, with another £191 million lost through absence and £22 million through presenteeism.
While the average yearly pension for men is £19,000, for women it's only £13,000 – a gap Margaret attributes partly to career disruptions during menopause years.
Her methodology links directly to British Standard BS30416, introduced in 2023 for menstruation, menstrual health and menopause in the workplace. She explains:
"It's a gift to organisations. If they can meet the requirements of the British Standard, not only are they getting a menopause action plan in place, but they're also meeting high standards."
Margaret takes an "appreciative inquiry" approach, focusing on what organisations already do well rather than criticising their shortcomings.
This positive framework encourages engagement while building comprehensive support systems.
She emphasises that effective menopause support benefits entire businesses, including male colleagues whose performance may suffer when partners experience difficulties.
"You can't support women totally unless you're educating everyone she shares her life with, both at home and at work."
With the 2027 deadline looming, Margaret believes proactive employers will gain competitive advantages.
"Organisations that begin adapting their policies now will benefit significantly. Early adopters can refine their approaches, build internal expertise and establish themselves as employers of choice."
Her work helps founders and managers understand that brain fog, concentration issues and hot flushes are temporary challenges that, with proper support, allow talented women to emerge stronger in their careers after menopause.
She's looking to work at concessionary rates with a few small businesses to provide case studies that will help other firms formulate their own menopause action plans. If you're interested in taking part, do get in touch.
"If we learn to support women and help them manage this during that space of time, they'll just rise up and up afterwards and have much better career trajectories."
