GEAP, policy direction
GEAP: where workplace gender-equality policy is heading, and how to prepare on the workforce case.
The case for integrated workplace hormonal health is enduring, affecting absenteeism, retention, progression, and culture across every workforce. The Gender Equality Action Plan direction arriving in 2027 is one acceleration, not the whole reason. HHEI works alongside OH, EAP, HR, and DEI teams to bring the integrated clinical and equity layer in.
Why this is durable, not seasonal
Hormonal health affects roughly half the workforce across decades of working life, endometriosis, PCOS, fibroids, fertility, perimenopause, menopause. These intersect with mental health, cultural context, and the wider determinants of working life. Integrated workplace support is a structural gap regardless of any single piece of legislation.
The developing GEAP framework points to where policy is heading. The underlying business case, retention, absenteeism, progression, productivity, is what makes the work worth doing now.
What the GEAP framework is shaping up to ask
The Employment Rights Act 2025 introduced Gender Equality Action Plans for employers with 250+ employees. The statutory duty requires action specifically on menopause (including perimenopause). Many employers are choosing to extend their action plans voluntarily to broader hormonal health conditions, endometriosis, PCOS, fibroids, fertility, and that wider scope is where HHEI works. Mandatory publication is currently expected from Spring 2027, with secondary regulations still being shaped. Approximately 10,000 large UK employers sit within scope (the gender pay gap reporting population).
Employers acting earlier are doing so for the workforce case, not the deadline. HR-only frameworks won't meet the integrated standard the guidance points toward, and they leave the durable business case unaddressed.
The gap most employers face
of managers have no training on fertility or hormonal health
FMAW / CIPD 2025
of employers have a menstrual health policy
UNISON / People Management
of women are aware of existing workplace support
DWP 2025
How HHEI works with the partners you already have
An integrated multi-lens layer with your existing partners. A multi-lens CIC contributing with your OH provider, EAP, HR, and DEI functions, not in place of them.
Independent by structure. As a Community Interest Company, every pound HHEI earns is reinvested into hormonal health equity. That structure means we collaborate freely with your providers, not in competition with them.
Workplace integration frameworks. We design frameworks for workplace adjustments, manager guidance, and policy, built to plug into the OH and HR processes you already run, and to outlast the GEAP cycle.
Meet the GEAP duty with evidence-led support
A 30-minute scoping call to look at your organisation's workforce hormonal-health response, and how the developing GEAP direction fits into it.
Book a partnership call →What you can commission
What you can commission to be GEAP-ready
Two named engagements built specifically for the Employment Rights Act 2025 mandatory phase. Every engagement starts with a 30-minute scoping call.
GEAP Readiness Review
A 4 to 6 week diagnostic against what a credible above-floor GEAP requires. Output: a written review and a GEAP Action you can adopt.
See on Services →Multi-Condition Workplace Framework
Three-month build of policy, line-manager training, metrics, and signposting across menopause, endometriosis, PCOS, fibroids, fertility and pregnancy loss.
See on Services →Scope-dependent. See the full catalogue →
Questions
Frequently asked
A workplace plan introduced under the Employment Rights Act 2025 for UK employers with 250+ employees. The statutory duty requires action specifically on menopause (including perimenopause). Government guidance encourages, but does not mandate, extension to other hormonal health conditions. Mandatory publication is currently expected from Spring 2027, with secondary regulations still being shaped.
Join the community
Free clinical commentary, policy updates, and first access to events, delivered when it matters.