Last Updated 08.10.2025

World Menopause Day (18 October) is a good opportunity for employers to reflect on what support they already have in place for affected staff.

Menopause is a natural process that impacts a large proportion of the workforce, yet it is still treated as a taboo subject in many workplaces.

Below are some practical steps HR teams can take to reduce stigma and help retain valuable talent.

1. Create and review a menopause policy

Menopause is a stage of life during which a person stops having periods and experiences hormonal changes such as a decrease in oestrogen levels. Generally, this begins between the ages of 45 and 55.

Everyone experiences the menopause differently and symptoms can fluctuate, but there are certain common symptoms which can have a significant impact on employees’ health(for example, problems with concentration and memory, fatigue, headaches, muscle and joint pains, urinary symptoms, hot flushes, mood changes and sleep disturbances).

Menopause may also exacerbate existing impairments and ongoing medical conditions that those affected may already be struggling to cope with.

One way that an employer can demonstrate its commitment to supporting staff who are affected by the menopause is to put in place a menopause policy. Typically, this will explain to staff what the menopause is and how it affects different people, as well as signpost to sources of support.

The policy can:

  • explain who staff can contact for menopause-related queries (including requests for adjustments to working conditions)
  • cover key issues such as health and safety and discrimination law
  • set out the training available for managers and staff on menopause awareness (see points 2 and 3 below)

As with any HR policy, your menopause policy should be shared across your organisation and kept under regular review. Note: If you’re a Make UK member, you can access our menopause policy template. Details are included at the end of this article.

2. Provide awareness training for all staff

By taking a proactive approach and providing general awareness training to the entire workforce, employers can encourage open, compassionate and respectful conversations about the menopause between colleagues (including with line managers) and tackle the taboo which has historically existed around menopause-related issues at work.

This can help pave the way towards an inclusive and supportive culture.

Consider too whether any of your current working practices might be inadvertently creating difficulties for staff members who are affected by the menopause.

For example, is your workplace properly ventilated and is your uniform made from synthetic or restrictive fabric which could exacerbate menopause-related symptoms (such as hot flushes)?

3. Train managers to support staff well

Good people management is key to supporting employees affected by menopause.

Data from CIPD and other studies between 2022 and 2024 show that most women and trans men experiencing menopause still don’t disclose it at work. Around two-thirds say symptoms like brain fog, stress and fatigue have affected their work life, and more than a quarter feel their career progression has been held back.

Despite this, many workplaces still have no formal support policy. The result is a hidden impact on careers, especially for women with disabilities and those from ethnic minority backgrounds.

Lack of workplace support can heighten symptoms and lead people to take more sick leave, reduce hours, or leave altogether. This not only increases costs for employers but can also mean losing experienced and skilled staff who are difficult to replace.

It’s vital that managers receive thorough training, for example on:

  • the stages of menopause and how they can affect staff (including what adjustments may help)
  • the internal and external support available, such as occupational health and employee assistance programmes
  • how to talk and listen sensitively, to normalise the topic and have respectful one-to-one conversations about support needs
  • how to take a constructive approach to performance issues linked to menopause symptoms
  • the relevant law, including the Equality Act 2010 and the Health and Safety at Work Act 1974. While menopause isn’t a protected characteristic, discrimination claims can arise on the basis of age, sex and/or disability
  • how to deal promptly with harassment, bullying or discrimination, in line with internal policies

Managers should remember that people experience menopause differently. They shouldn’t make assumptions but instead take the lead from everyone about the support they need. ACAS guidance on menopause at work advises that individual conversations should always be confidential and held in private, where both the manager and staff member are comfortable and won’t be disturbed.

4. Show visible commitment

Show your commitment by supporting those affected by the menopause, for example by signing up to the Menopause Workplace Pledge and supporting World Menopause Day

The Menopause Workplace Pledge is a high-profile campaign led by Wellbeing of Women which has been signed by over 3400 employers now (see Menopause Workplace Pledge - Wellbeing of Women).

Signing up to this Pledge, as well as actively supporting initiatives like World Menopause Day, sends a clear message to staff members who are affected by the menopause that you take this issue seriously and value them as employees.

5. Recognise the wider impact

It is important to keep in mind that the menopause doesn’t just affect cisgender women. It can affect people who have a menstrual cycle but who do not identify as female.

We recommend using inclusive and gender-neutral language in communications relating to the menopause, so that everyone feels comfortable accessing any support they need.

Remember too that menopause is not just an issue for those with symptoms. Employees who are not going through menopause themselves may still be affected by it (for example, the menopause may have an impact on those supporting someone else going through it, for example a relative, partner, colleague or carer).

Why a menopause initiative matters

By providing proper support for staff who are affected by the menopause, employers can help to reduce legal risk, as well as increase staff retention, improve gender equality in senior roles, reduce recruitment and sickness absence related costs and improve productivity.

They can also boost employee engagement and ensure a more diverse workforce including potentially helping to close the organisation’s gender pay gap by removing barriers to progression for women.

New requirement for large employers to publish an Equality Action Plan

Finally, it is worth noting that under the Employment Rights Bill, which is currently making its way through the Parliamentary process, large employers (i.e. those with 250 or more employees) will have a new obligation to publish an Equality Action Plan, in addition to their annual gender pay gap report.

An Equality Action Plan should explain the steps the employer is taking to improve gender equality within their workplace, and how the employer is supporting employees during the menopause.  According to the Government’s implementation roadmap, the introduction of Equality Action Plans will take effect in 2027 (with introduction on a voluntary basis from April 2026). 

You can read more about the Government’s proposed changes in our Employment Rights Bill knowledge base (including our spotlight on Equality Action Plans).

How we can help

Supporting employees through menopause is part of building a healthy, inclusive workplace. Our HR and legal experts can guide you on how to manage conversations, update policies, and raise awareness among managers and staff. We also offer a course, Managing Menopause in the Workplace, which covers the stages of menopause, common symptoms, practical steps to support employees, and the legal duties employers must meet. The session includes real examples, open discussion, and time for questions.

If you’re a Make UK subscriber, you can speak to your regular adviser for tailored guidance and download our Menopause Policy template from the My Resources section of our website.

If you’re not a subscriber, you can still access our expertise on a consultancy basis. To find out more or discuss your needs, call 0808 168 5874 or email [email protected]