Do You Need a Menopause Policy at Work?

Having an effective menopause policy at work is vital for fostering a supportive workplace environment. With menopause likely to affect half of your workforce at some point, understanding its impact, and implementing a policy, can help reduce sick days and improve employee well-being. 

In this blog post, we explore the impact of menopause and how you can better support women in the workplace. Looking for help with managing menopause-related leave? Start a free trial with The Holiday Tracker today and simplify leave management.

Why Do You Need a Menopause Policy at Work?

While a menopause policy isn’t legally required, having one can provide invaluable support for both your employees and your business. It outlines how to assist employees experiencing menopause, offering flexibility and adjustments to help them manage symptoms while maintaining their work performance. This proactive approach fosters a supportive environment, helping employees feel understood, valued, and comfortable seeking the help they need.

Although menopause is not currently a protected characteristic under the UK Equality Act 2010, the Act does prevent discrimination based on characteristics like disability. Severe menopause symptoms, if they have long-term effects, can be classified as a disability. 

Additionally, with the introduction of the new Employee Rights Bill, which aims for a fairer and more flexible workplace, companies are encouraged to make adjustments, such as flexible working, to support employees experiencing menopause. 

What to Include in a Menopause Policy

To create an effective menopause policy, ensure it includes:

• Manager and HR Training: Equip managers with the knowledge to support employees experiencing menopause and understand common symptoms.
• Flexible Working and Sick Leave Options: Allow employees to request flexible hours or remote work, and clearly outline how they can request sick leave if menopause symptoms affect their ability to work.
• Clear Support Procedures: Provide a confidential process for employees to request workplace adjustments, such as changes to their work environment or schedule.
• Supportive Culture: Foster an open, respectful work environment where employees feel comfortable discussing menopause without stigma.

What Are the Benefits of a Menopause Policy?

Implementing a menopause policy at work offers numerous benefits for both employees and employers. By providing clear guidance and support for women experiencing menopause, companies can foster a more inclusive and productive workplace. Below are some key benefits of having a menopause policy:

• Improved Employee Retention: Research by Bupa and CIPD shows that menopausal symptoms have driven 900,000 women to leave their jobs. A supportive menopause policy can help retain experienced talent by offering necessary adjustments, preventing unnecessary turnover and retaining valuable skills.
• Reduction in Workplace Discrimination: Staff are legally protected against discrimination based on sex, which includes menopause. A menopause policy ensures that employees are not treated unfairly due to their symptoms, helping companies avoid discrimination claims and fostering a culture of fairness.
• Boosted Employee Morale and Well-being: A policy that acknowledges menopause and offers support fosters a more inclusive environment. Employees feel understood and appreciated, which can boost morale and well-being, leading to higher job satisfaction.
• Improved Productivity: By offering support such as flexible working hours or adjustments to workload, a menopause policy can help women manage their symptoms better. This can lead to improved concentration and performance at work, minimising the impact of menopause on productivity.
• Enhanced Employer Reputation: Companies that demonstrate a commitment to supporting their employees through all stages of life will likely enhance their employer brand. A menopause policy shows that the business cares about employee well-being, making it a more attractive place to work for current and prospective employees.
• Compliance with Evolving Legal Standards: With legal cases recognising severe menopause symptoms as a disability, having a menopause policy in place prepares your organisation for potential legal changes and ensures compliance with current protections.

How to Support Employees Experiencing Menopause?

Employers can create a supportive environment for employees experiencing menopause by offering practical support. Training managers, and men, to understand the impact of menopause is a great first step. With this knowledge, they can provide effective support when needed.

Creating a safe space for employees to discuss symptoms with HR or managers is essential. When employees feel comfortable reporting their symptoms, they can receive the adjustments they need to manage their work and health more effectively.

Offering flexible working hours is another way to support employees. Adjusting start times or allowing remote work gives employees more control over their schedules, making it easier to manage symptoms like fatigue or hot flushes.

As your workforce ages, it’s important to make adjustments that support staff through all life stages. Simple accommodations like workload adjustments or office modifications, such as providing access to cooler areas, can make a big difference. 

Can You Have Time Off Work for Menopause?

Staff currently lack designated time off for managing menopause or its symptoms. If an employee is struggling, they may need to take sick leave to address their health needs.

As we’ve discussed, menopause symptoms may qualify as a disability, requiring employers to make reasonable adjustments. Flexible working hours and remote options can be beneficial, along with office modifications like providing a desk fan or allowing seating near an open window.

Having a clear menopause policy in place ensures both employers and employees understand what support is available. This helps reduce unnecessary sick days and provides a clearer framework for managing menopause in the workplace.

The Impact of Menopause at Work?

Over two thirds of women between 40 and 60 report that menopause negatively affects their work, with half taking sick leave due to their symptoms.

Perimenopause can affect women from their 30s through to retirement age. As more people work later in life, employers may need to make adjustments to support their ageing workforce.

Menopause comes with over 34 possible symptoms, though not everyone will experience them all, and some women may have none at all. However, for those who do suffer, the impact on their work can be significant.

Hot sweats can occur unexpectedly, making it hard to focus. Simple solutions like opening windows or using a desk fan can help, but more serious issues like night sweats and sleep deprivation often require greater support, such as flexible working hours or the option to work from home.

Additionally, menopause can bring increased medical appointments and symptoms like headaches, migraines, depression, and anxiety. These can affect performance and attendance. Employers who provide understanding and tailored support for these challenges create a healthier, more productive workplace.

The Reality of Menopause at Work

Dee Murray, founder and CEO at Menopause Experts Group, said: “We regularly hear horror stories about how women are discriminated against in the workforce, and sadly, menopause is one area where employers keep getting it wrong.

“This dramatic rise in the number of employment tribunals citing menopause shows how women are standing up for themselves against outdated and ill-informed bosses. The lack of education is dangerous for women’s health and unfair to their careers.

“What’s frustrating is the fact that there are so many training courses available to employers. Teaching our colleagues about menopause is vital if we are going to remove the stigma surrounding what is a big part of a woman’s life.”

One of the ways to reduce the risk of grievances and tribunal is to set out how you’re supporting women as they go through menopause. Training for the leadership team will also help them understand the reality of the symptoms and bust some of the pervasive myths.

How The Holiday Tracker Can Support Your Menopause Policy

Introducing a menopause policy is a key move toward creating a supportive workplace. The Holiday Tracker can simplify this process and make a real impact. Here’s how The Holiday Tracker can help:

1. Efficient Leave Management: With The Holiday Tracker, managing leave related to menopause symptoms becomes straightforward. Employees can easily request leave through our system, and managers can handle approvals quickly, ensuring minimal disruption to operations.
2. Tracking Absenteeism: Our platform helps you monitor absenteeism trends, which can be crucial for understanding how menopause affects your workforce. By identifying patterns, you can make informed decisions about adjustments and support strategies.
3. Flexible Leave Options: Our system supports a variety of leave types and arrangements, allowing you to offer flexible working options or short-term leave as needed. This can help accommodate the varying needs of employees going through menopause.

By integrating The Holiday Tracker into your workplace, you can enhance the effectiveness of your menopause policy, support your employees better, and ensure a smoother, more empathetic approach to managing menopause-related issues. Book a free trial today to see how our system can help you create a more inclusive and supportive work environment.

Final Thoughts

Creating a supportive and inclusive workplace that addresses the challenges of menopause is essential for both employee well-being and organisational success. By implementing a menopause policy, offering flexibility, and fostering open communication, employers can ensure that their team feels valued and supported throughout every stage of life.

Recommended Posts:

• How to Encourage Employees to Take Time Off
• Increasing Employee Happiness at Work
• Why, How and When to Monitor Sickness Absence