Why Menopause Policies Matter – Supporting a Natural Stage of Life in the Workplace
As a recruiter specialising in HR, I’m passionate about helping organisations understand the importance of menopause policies. Menopause affects a significant portion of the workforce, and yet, many companies are only just beginning to recognise its impact on productivity, engagement, and employee wellbeing. A strong menopause policy can make all the difference, fostering an environment where employees feel supported, valued, and empowered to perform at their best.
This subject is close to my heart, both professionally and personally, which is why I’m active in local groups and have established a LinkedIn group to support ongoing discussion and best practices. You’re welcome to join and connect with like-minded professionals who share an interest in supporting colleagues through all stages of life.
What Should a Menopause Policy Cover? A well-rounded menopause policy includes several key components to ensure support is practical and meaningful:
- Flexible Working: Allowing flexible hours, remote work, or regular breaks can help employees manage symptoms like hot flushes, fatigue, or insomnia.
- Physical Comfort Adjustments: Simple provisions like desk fans, ventilation improvements, and access to cool water stations can make a big difference.
- Mental Health and Wellbeing Support: Counselling services, either through employee assistance programmes or external providers, can offer valuable support for mental health challenges. Wellbeing initiatives like mindfulness sessions can also help.
- Menopause Leave Options: Menopause-specific leave or flexible leave options allow employees to take time off without needing to use sick leave or feel pressured to explain their absence.
- Education and Awareness Training: Training for managers and colleagues on menopause challenges can help normalise these conversations, creating a safe and supportive workplace culture.
- Clear Communication Channels: Policies should specify who employees can approach for support, whether it’s HR, a wellbeing ambassador, or a trained line manager.
- Access to Resources: Links to external resources, like menopause organisations or health websites, provide employees with trusted information and support beyond the workplace.
- Regular Policy Review: Annual feedback and review mechanisms keep the policy relevant and responsive to employees’ evolving needs.
Why Does a Menopause Policy Matter?
Without support, some employees may feel pressured to reduce their hours or even leave the workforce if they feel misunderstood or unsupported. A menopause policy signals that a business values its team members and is committed to providing support through every life stage. It also helps improve productivity, reduce absenteeism, and retain experienced employees who might otherwise feel compelled to step back.
Is Menopause a Protected Characteristic?
While menopause itself isn’t formally recognised as a protected characteristic under the UK Equality Act 2010, issues related to menopause may fall under protections for age, sex, or disability. There’s growing support for recognising menopause more formally in law, and forward-thinking businesses are already adopting policies to ensure fairness and support for affected employees.
Looking Ahead Supporting employees through menopause is about creating a fair, inclusive workplace where everyone feels valued. A menopause policy demonstrates that an organisation genuinely cares about its employees’ wellbeing. It’s a powerful way to build a supportive workplace culture that benefits everyone—and it’s an approach that HR professionals increasingly seek in the organisations they support.
If you’d like to discuss any of these points further, or are interested in joining our LinkedIn group on this topic, please feel free to reach out or click: https://www.linkedin.com/groups/12866471/