Menopause policy & guidelines

One crucial way for your organisation to support employees who have reached the menopause is to devise and promote a set of internal guidelines.

This might include the following:

  • options for flexible working, e.g. working from home, temporary or permanent part time working, a period of unpaid leave or an adjustment to the employee’s hours
  • the option to take rest breaks within the day;
  • providing a fan;
  • moving the employee’s desk closer to a window that opens;
  • providing a private, quiet rest area;
  • the option for a menopausal employee to seek assistance from a particular person within the organisation who is trained to provide specialist assistance, instead of the employee having to go to their manager directly;
  • allowing menopausal women to attend medical appointments during the working day; and
  • being accommodating over the employee’s start and finish times.


Organisations that require uniforms to be worn are starting to explore options to improve the design and fabric used to make the uniforms more adaptable to changes in body temperature for workers such as menopausal women.


Menopause education & training for managers

Employers are increasingly turning to professional training to help improve management understanding of menopause and implement the required support framework and effective information signposting.

It is important that managers are trained not only on the symptoms of the menopause, but also how to talk about it sensitively. The way to encourage menopausal employees to ask for help if they need it, is to show in the behaviour of managers and the organisation as a whole that such employees will be treated with dignity and respect.

Organisations as a whole can help enormously not only by devising a policy for employees, but by providing training and guidance for managers. This in turn will help to create an environment of openness and support, which will assist not only those suffering from the menopause, but other ‘hidden’ medical conditions.

Line managers are not expected to be experts on the menopause. However, they are expected to show awareness and understanding and to support and signpost the employee to find further support where necessary.

Employers who want to minimise the risk of disruption at work and potential employment tribunal claims should certainly review their practices in light of this guidance – feel free to contact us for further information and details.