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View full libraryThe Menopause Policy explains how the organisation will support employees experiencing menopause or perimenopause and promote a respectful, inclusive workplace. It sets out practical arrangements for discussing symptoms, considering workplace adjustments, protecting confidentiality and helping employees remain healthy, safe and supported at work.
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If you are strengthening your approach to employee wellbeing, these wellbeing policy templates give you a practical set of policies covering wellbeing needs, assessment, support, communication and review.
1 Overview
1.1 [Company Name] is committed to providing a supportive, respectful and inclusive workplace for employees experiencing menopause or perimenopause. We recognise that symptoms and their impact can vary significantly between individuals and may change over time.
1.2 This policy explains how employees can access support, how managers should respond to requests for assistance and how the organisation will consider workplace adjustments, health and safety, confidentiality and fair treatment.
1.3 Our aim is to create an environment where employees feel able to discuss their needs without embarrassment, stigma or fear of unfair treatment.
2 Scope
2.1 This policy applies to all employees of [Company Name]. Relevant principles should also be followed when supporting agency workers, contractors and other individuals working with the organisation, where appropriate.
2.2 The policy covers menopause and perimenopause, including symptoms associated with natural, premature, surgical or medically induced menopause. Support will be based on the individual's circumstances and needs rather than assumptions about age, sex or gender.
2.3 This policy should be read alongside the organisation's equality, dignity at work, sickness absence, flexible working, health and safety, wellbeing and data protection policies.
3 General principles
3.1 Understanding menopause
3.1.1 Menopause is a natural stage of life for many people, although it can also occur prematurely or as a result of medical treatment or surgery. Perimenopause is the period leading up to menopause during which hormonal changes and symptoms may occur.
3.1.2 Possible symptoms include hot flushes, night sweats, sleep disturbance, fatigue, headaches, joint pain, anxiety, changes in mood and difficulty concentrating. Symptoms may be occasional or persistent and can affect people differently.
3.1.3 Not everyone will experience symptoms, and not everyone will need workplace support. The organisation will not make assumptions about an employee's health, capability or support requirements.
3.2 Creating a supportive workplace
3.2.1 [Company Name] will promote a culture in which menopause can be discussed respectfully and without stigma. Employees should be able to raise concerns with their line manager, HR or another appropriate contact if they would prefer not to approach their usual manager.
Employees are not required to disclose menopause symptoms simply because they may be experiencing them. However, sharing relevant information may help the organisation
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Menopause and perimenopause can affect people in different ways. Symptoms may include hot flushes, sleep disruption, fatigue, difficulty concentrating, anxiety and changes in mood. Some employees may experience little disruption, while others may find that symptoms affect their comfort, confidence, attendance or ability to carry out particular tasks.
A Menopause Policy gives employees and managers a clear framework for discussing support and considering practical changes at work. It helps the organisation respond consistently, reduce stigma and create an environment in which employees feel able to raise concerns without fear of embarrassment or unfair treatment.
The policy encourages respectful conversations about menopause and perimenopause without requiring employees to disclose more personal information than is necessary. Managers should listen, avoid assumptions and focus on the individual's needs and the practical impact at work. Menopause should not be treated as a weakness or used as a reason to make assumptions about someone's capability or future employment.
Depending on the circumstances and the role, support may include access to drinking water and toilet facilities, improved ventilation, suitable uniforms, access to rest areas, temporary changes to duties, flexible working arrangements or adjustments to working patterns. Any request should be considered individually, taking account of operational requirements, health and safety and the employee's circumstances.
Managers should respond sensitively, maintain appropriate confidentiality and seek HR advice where necessary. They should not attempt to diagnose symptoms or insist on unnecessary medical information. Where medical advice is genuinely needed to assess support options, the organisation should explain why the information is required and handle it appropriately.
Menopause-related concerns should be managed consistently with the organisation's equality, dignity at work, sickness absence, flexible working and health and safety arrangements. Employees should be able to raise concerns, request support and discuss whether adjustments are working. The policy should be reviewed regularly and supported by manager awareness and appropriate communication across the organisation.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Menopause policy, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A manager's guide to supporting menopause at work provides practical guidance for UK managers on recognising workplace support needs, having sensitive conversations and responding appropriately to employees experiencing perimenopause, menopause or post-menopause.
A menopause wellbeing checklist form helps employees identify workplace factors that may affect their wellbeing during perimenopause, menopause or post-menopause.
Use these best practice actions, recommended timescales and process stages to understand when and how the Menopause policy should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
There is not a general legal requirement for every employer to have a standalone menopause policy. However, a written policy is good practice because it explains the support available, helps managers respond consistently and reinforces the organisation's commitment to fair treatment. Employers must still meet their applicable equality, health and safety and data protection obligations.
Depending on the individual's needs and role, options may include improved ventilation, access to drinking water and toilet facilities, suitable uniforms, additional breaks, a quiet rest area, changes to working hours or temporary adjustments to duties. Where the legal duty to make reasonable adjustments applies, the employer must consider appropriate adjustments. Any changes should be discussed with the employee and reviewed to check that they are effective.
An employee can raise concerns about how menopause-related absence is recorded or managed. Employers should consider the circumstances, applicable legal duties and their absence procedures. Recording relevant absence separately may help identify patterns and support needs, but information must be handled confidentially and consistently. No absence should automatically be disregarded without considering the circumstances.
Menopause itself is not automatically a disability. However, symptoms may meet the legal definition of disability if they have a substantial and long-term adverse effect on the person's ability to carry out normal day-to-day activities. Where the relevant legal conditions are met, the employer may have a duty to make reasonable adjustments. Employers should focus on the employee's needs and seek appropriate advice rather than making assumptions.
HRDocBox provides customisable HR policies and workplace documents to help employers establish clear, consistent procedures. This menopause policy provides a practical starting point for explaining available support, setting expectations for managers and employees, and aligning workplace practice with relevant legal responsibilities.
A ready-made HRDocBox policy gives employers a structured document to adapt, rather than having to build one from scratch. AI can help tailor wording to your organisation, but the final policy should be checked against current legislation, official guidance, your other workplace policies and the support you can actually provide.
How this content is developed and reviewed
The Menopause policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing wellbeing HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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