Menopause wellbeing checklist policy template
Supporting information
Our Menopause Wellbeing Checklist Form Template helps support employees by addressing key wellbeing factors and ensuring a supportive, informed workplace environment.
Menopause wellbeing checklist policy
| Category | Question | Example Response | Action |
| General Wellbeing | Do you feel comfortable discussing menopause-related concerns at work? | "I feel comfortable with my manager but not with peers." | [Encourage open conversations and awareness training.] |
| Do you have access to information or resources about menopause support? | "Yes, but more targeted resources would be helpful." | [Provide clearer guidance on available support.] | |
| Are you aware of the workplace policies and adjustments available to you? | "No, I’m unsure what support is offered." | [Share policies and ensure employees understand them.] | |
| Physical Comfort at Work | Do you have access to temperature control options (e.g., desk fan, adjustable air conditioning)? | "Yes, but I’d prefer a more consistent temperature." | [Review temperature control measures and offer desk fans.] |
| Is your uniform or dress code comfortable and breathable? | "No, the material is too thick and uncomfortable." | [Consider alternative uniform options or relaxed dress code.] | |
| Are you able to take breaks when needed to manage symptoms such as hot flushes or fatigue? | "Sometimes, but I feel guilty taking extra breaks." | [Reinforce the importance of wellbeing breaks.] | |
| Do you have access to a quiet space to rest if |
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What is this for?
This Menopause wellbeing checklist policy template aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
Documentation sequence
Guide to supporting Menopause at work
Menopause is a workplace issue, and supporting employees through this transition benefits both individuals and the organisation.
