The introduction of mandatory menopause action plans offers a significant opportunity to end the postcode lottery of support experienced by police officers across England and Wales.

Menopause action plans are set to become mandatory from spring 2027 for UK organisations with 250 or more employees, following a voluntary rollout that began in April 2026.

Police Federation Equality Lead Hayley Aley has welcomed the move, describing it as an important step towards creating consistent workplace standards and building on years of campaigning around menopause support.

She said: “We welcome the Government's decision to require organisations to have menopause action plans and strategies in place. This is something we have been pushing for over many years, and we are pleased to see the importance of menopause support being recognised at a national level.

“When the Federation first introduced menopause guidance in 2018, our aim was to help forces better understand the impact menopause can have on officers and staff, and provide practical ways to support them.

“Since then, there has undoubtedly been progress. Many forces have introduced guidance, established support networks, offered training for line managers and created safe spaces for conversations around menopause.”

However, Hayley said support remains inconsistent across policing. “What you see across England and Wales is still very much a postcode lottery,” she said. “Some forces have comprehensive strategies and meaningful support in place, while others have taken a much more limited approach.

“The forthcoming legislation is important because it introduces a standard. Every organisation should be expected to demonstrate how it supports people experiencing menopause, and policing should be no exception.”

To help forces prepare, the Federation will refresh and reissue its national menopause guidance, bringing together the latest research, member experiences and resources developed since the original guidance was introduced.

Hayley said: “The Federation will continue supporting members and helping forces implement good practice.

“But the responsibility ultimately sits with chief officers and forces. They need to review what is already in place, identify any gaps and ensure their support meets the standards expected under the new legislation.”

The Federation will also work with local equality leads and representatives to encourage forces to take action ahead of the deadline.

“It is not enough to wait until 2027,” Hayley added. “Forces should be preparing now. Officers experiencing menopause deserve support that is consistent, accessible and effective regardless of where they work.”

Despite increased awareness, the Federation continues to support members facing workplace challenges linked to menopause symptoms.

Hayley said: “We continue to encounter cases where officers have struggled to access appropriate support and, in some instances, matters have escalated close to employment tribunal proceedings before being resolved.

“Most concerning of all, we still see officers being taken through Unsatisfactory Performance Procedures when the difficulties they are experiencing are linked to menopause symptoms.

“It is incredibly disappointing that officers can find themselves facing performance concerns when the focus should be on understanding, reasonable support and appropriate workplace adjustments.

“These situations highlight exactly why consistent action plans, informed managers and clear policies are so important.”

The Federation believes mandatory action plans can improve support for those experiencing menopause, strengthen workforce wellbeing and help retain experienced officers.

“Menopause is not a niche issue,” said Hayley. “It affects a significant proportion of the workforce and, with the right support, officers can continue to thrive in their careers.

“This legislation gives policing an opportunity to move from pockets of good practice to a consistent national approach. We stand ready to support forces in making that happen.”

 

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Adjusted duties must be part of the conversation

Alongside menopause support, the Police Federation says concerns around adjusted duties and workplace inclusion remain important.

Hayley said: “Adjusted duties are not about lowering standards. They are about ensuring talented and experienced officers can continue contributing to policing when health conditions, disabilities or other circumstances affect the type of work they can undertake.

“Too often, we hear concerns that officers who cannot fulfil every aspect of the traditional role are viewed as a problem rather than an asset.”

The Federation continues to highlight the value of retaining skilled officers through adjusted duties, flexible working arrangements and workplace adjustments.

Hayley added: “Policing has legal obligations under equality legislation and a public sector equality duty. Forces should be looking for ways to retain and support people, not creating barriers that push them out of the service.

“Whether the issue is menopause, disability or another health condition, the starting point should always be asking what support can be provided to help that officer continue serving their community.”

The Federation will continue promoting best practice and campaigning for an inclusive police service where officers can bring their authentic selves to work.