It's important for employers to support workers through every stage of menopause.
Employers should have early and regular follow-up conversations with workers to understand their needs. This can help identify any adjustments needed so workers feel supported to do their jobs effectively.
Find out how to talk with workers about menopause
Employers should consider how the person's job role and responsibilities could make their menopause symptoms harder to deal with. For example if:
- they work long shifts
- they cannot take regular toilet breaks
- their job requires a uniform which may cause discomfort
- their job does not have much flexibility
There are several steps employers can take to make sure they have early conversations with workers and find solutions before problems arise.
Training managers
Training managers can help workers feel more confident to speak to them about menopause. For example, if workers know the managers are trained to:
- talk and listen sensitively
- find ways to give support
- have knowledge of menopause and its effects
- know what support and guidance the organisation can offer
Employers should train all managers, supervisors and team leaders to make sure they understand:
- how the law relates to menopause
- how to talk with and encourage workers to raise any menopause concerns
- how different stages and types of menopause can affect workers
- what support and workplace changes are available to workers
- how to deal with menopause issues sensitively and fairly
- who can be affected by menopause
Acas provides:
- training on supporting a diverse workforce – including on menopause
- free webinars – including on menopause
Carrying out health and safety checks
By law, employers are responsible for the health and safety of all workers, including those working from home.
Employers must conduct a risk assessment of their workers' roles and workplace, including any work from home. This includes:
- generally assessing health and safety risks at work
- minimising, reducing and where possible removing health and safety risks for workers
For menopause, a risk assessment is about making sure symptoms are not made worse. For example, by the workplace or ways of working.
A risk assessment could include:
- the temperature and ventilation of the workplace
- the material and the fit of the organisation's uniform, if there is one, and whether it might make workers going through menopause feel too hot or cause discomfort
- whether there's somewhere suitable for workers to rest if needed, for example a quiet room
- whether toilet facilities are easily accessible
- whether cold drinking water is available
- whether managers and supervisors have been trained on health and safety issues relating to menopause
Employers should review risk assessments regularly to make sure working environments remain safe and healthy.
Employers should also make sure that workers know they:
- can approach their managers to raise any health and safety issues
- will not be put at a disadvantage or treated less favourably if they raise a health and safety issue
Find out more about risk assessments on the Health and Safety Executive website
Developing a menopause policy
To help workers feel supported, it's a good idea to have a policy specifically for menopause. This should be shared across the whole organisation and be regularly reviewed. It should also be the basis for any training the organisation gives to managers.
Having a menopause policy can help everyone in the organisation understand:
- what menopause is and how it can affect people
- how it affects everyone differently
- what support is available to workers affected by it
The menopause policy could also:
- explain what training is provided to managers, supervisors and team leaders
- explain who the organisation's point of contact is for queries related to menopause
- show how the organisation is open and trained to talk and listen sensitively about the effects of menopause
- include the employer's commitment to support its diverse workforce and to prevent discrimination
Even if there is a policy, employers should make some allowances when supporting workers through menopause. This is because everyone's experience will be different.
Employers should also review their current policies to make sure they cover any links with menopause. This could include reviewing policies on:
- health and safety
- wellbeing
- diversity and inclusion
- flexible working
- absence management
- sickness reporting
Creating an action plan
Employers can publish a voluntary action plan to support workers experiencing menopause. This applies to organisations with 250 or more workers.
The purpose of action plans is to help employers improve gender equality at work. They outline the steps the organisation is taking to:
- support workers experiencing menopause
- reduce their gender pay gap
In 2027, publishing an action plan will become mandatory for employers with 250 or more workers. This change is being introduced under the Employment Rights Act 2025.
The Office for Equality and Opportunity has a list of actions employers can use.
Employers must choose at least one action:
- that supports workers experiencing menopause
- to address their gender pay gap
Employers might find it useful to identify things they want to focus on or improve. This could help them decide which actions would be most beneficial for their organisation.
For example, an employer might receive more job applications from men than women. They want to encourage more women to apply. They could include an action to encourage applications from a range of candidates.
Find out more about:
- actions to improve equality from the Office for Equality and Opportunity
- action plans from the Office for Equality and Opportunity
Managing sickness absence and job performance
Managing absence from work due to menopause should be handled sensitively. This is because it affects everyone differently and can be long term.
Employers should keep talking with their workers and be prepared to:
- make changes to help workers continue to work
- take into consideration any performance issues which might be because of menopause symptoms
It's a good idea for employers to talk to workers about any changes that could help them do their job. Workers should also be given a reasonable amount of time to adjust to any changes made.
When someone is off sick because of menopause, the employer should record these absences separately from other absences. This is because it could be unfair or discriminatory to measure this absence as part of the person's overall attendance record.
It's also good practice for an employer to allow workers to go to medical appointments related to menopause. There is no law for this type of time off. But employees and workers might have a right to paid or unpaid time off written in their employment contracts.
Employers must not discriminate against someone because of their menopause symptoms.
Read more about how menopause relates to the law
Having menopause and wellbeing champions
Having a menopause or wellbeing champion at work could help people affected by menopause. The champion could be:
- a point of contact if workers need advice
- someone to initially talk to if they are not comfortable talking to their managers
With support from the champion, employers, HR and managers could:
- run workshops in the organisation to raise awareness among workers
- let workers know that they will handle menopause sensitively, and with dignity and respect
- let workers know that support is available, for example through posters and newsletters
- check that health and safety risk assessments cover the different stages of menopause
- set up a support network for workers affected by menopause
- tell workers where they can find more information