Producing a policy

So what should be included in a menopause policy? First, it should set out the scope of the policy and your commitment to ensuring the health and wellbeing for all. You should acknowledge menopause as an important workplace and equality issue and make clear that the policy is inclusive of all gender identities, including trans and non-binary staff.

Next, outline the aim and purpose of the policy - for example, to help provide support and guidance to affected employees, to raise awareness and break the stigma and taboo, and to create a culture where those affected feel confident to talk about their symptoms and ask for adjustments. You should also outline who affected staff members can speak with, like menopause ambassadors/champions, line managers or mental health first aiders, and how they can do so.

It can be useful to set out the role and responsibilities of both the employer and employee in this situation. This includes the job of those who are not directly impacted by the menopause (such as other colleagues) so they know how to offer support, empathy and compassion.

From there, the policy should outline what support will be available (more on this below), set out what leave, if any, employees are able to take, and what the pay arrangements for this will be. If time off must be taken as sick leave, the absence management policy should also be reviewed and amended where necessary, clarifying that related absences will be discounted from trigger points for further action.

Finally, it should signpost to internal and external resources where staff can get more guidance, such as an employee assistance programme (EAP), or a government or charity website.

Supporting employees affected by menopause

Supporting employees affected by menopause Ad 1

Supporting employees affected by menopause