Menopause affects all women, usually between the ages of 45 and 55. Common symptoms include brain fog, migraines, heart palpitations, hot flashes, joint aches and pains, low mood, trouble sleeping, anxiety, and more.

These symptoms can affect the efficiency of female, CIS women, trans, non-binary, and intersex workers. Catering to the wellbeing of menopausal workers requires education, understanding, communication, and a suitable menopause policy to protect and support them.

• Establish a policy: Every second person will be directly affected by menopause and most others will be affected indirectly. As more women continue to work into their 50's and beyond, it will serve every employer to support them to fulfil their potential.
• Communication is essential. Many women are uncomfortable discussing such personal issues with line managers, especially if they’re male or significantly younger, creating feelings of isolation and discrimination.
• Flexible work arrangements: to allow individuals to manage symptoms effectively. For example, if someone is experiencing insomnia, allowing them to work from home and start work later will give them more opportunity to rest and feel energised to work. If they are experiencing hot flashes, being at home will be a much more comfortable setting where they have access to a change of clothes and shower.
• Access to expert support: Menopause affects every woman differently, and the effects on both physical and mental health can vary massively. Due to these factors, no one solution fits every individual and even though support may be available, it won't necessarily be equally effective for everyone.To ensure effective support for your employees, consider personalised expert-led support.
• Manager Training: Provide information in digestible formats, explaining the effects of menopause, along with a guide on supportive measures and how to best approach employees.
• Menopause Champions: training a group of menopause champions continues to open the conversation around menopause and has a group of dedicated individuals who will be specialised to support individuals looking for guidance.

A menopause policy can help everyone in an organisation or business understand what menopause is, how it affects people, and the support offered to workers affected by it.

A policy provides an added level of menopause support for employees. It can outline the training provided to managers, the point of contact for communication, how specific situations may be managed, and the commitment to support the workforce while preventing discrimination. Utilise our robust menopause policy template, found in the resources section of our page.

A menopause policy can help everyone in an organisation or business understand what menopause is, how it affects people, and the support offered to workers affected by it.

A policy provides an added level of menopause support for employees. It can outline the training provided to managers, the point of contact for communication, how specific situations may be managed, and the commitment to support the workforce while preventing discrimination. Utilise our robust menopause policy template, found in the resources section of our page.

Many employers will allocate a menopause or wellbeing officer or champion in the workplace. Their role will be to offer advice, find solutions to related issues, and be an appropriate point of contact for any worker who needs to discuss a problem safely, without risk of judgement or retribution.

Other methods of menopause support for employees that improve awareness can include running workshops, providing literature, or through a support network designed to help staff affected by menopause. Raising awareness requires sensitivity, dignity, and respect due to the personal nature of the situation.

Employers should record absences due to menopause differently from general sick days or sick leave to ensure it doesn’t impact a worker’s attendance record. While there aren’t laws to manage time off for menopause-related absences, employers should be sympathetic to its impact on workers and allow them to attend related medical appointments. These items may be written into the organisation’s menopause policy or workers’ employment contracts.