Workplace Guidelines
Helping small businesses create menopause friendly workplaces
Practical, evidence based guidance to help small business owners and managers create a supportive workplace for employees experiencing menopause.
Why support matters
Around 1 in 10 people in the UK workforce are experiencing menopause or perimenopause. Supporting them effectively can improve wellbeing, reduce staff turnover and help valuable employees remain in work.
Our guidance is informed by ACAS recommendations, the Equality Act 2010 and recognised workplace best practice. Use it as a starting point when developing or reviewing your own menopause policy.
Workplace Policy
What your policy should cover
A good menopause policy should include these key areas
Your commitment
A clear statement showing your business is committed to supporting employees experiencing menopause. It sets the tone and lets people know they can ask for support.
- Approved by the business owner or manager.
- Included in your staff handbook or shared with your team.
- Reviewed regularly.
Practical workplace adjustments
Simple changes in the workplace can make a big difference. Talk to the employee about what would help and review any agreed adjustments regularly.
- Flexible working hours
- Access to cool, well-ventilated spaces
- Uniform or dress code flexibility
- Quiet areas
Managing sickness absence
If an employee needs time off because of menopause symptoms, it should be managed with understanding and considered separately where appropriate. This helps ensure employees are treated fairly.
- Consider recording menopause-related absence separately
- Take individual circumstances into account
- Talk privately with employees
Supporting managers
Managers are often the first person an employee will speak to. Giving them the knowledge and confidence to have supportive conversations can make a real difference.
- Recognising menopause symptoms
- Starting supportive conversations
- Knowing where to find additional support
Privacy and respect
Employees should feel comfortable talking about menopause, knowing their privacy will be respected. Any concerns should be handled sensitively and treated with respect.
- Who employees can talk to
- Include menopause in your bullying and harassment policy
- How to raise a concern
Support services
Provide access to internal and external support services, including occupational health, Employee Assistance Programmes (EAPs), peer support networks and specialist organisations.
- EAP details and access
- Occupational health referral process
- Peer support or menopause champion network
Practical support
Simple workplace adjustments
Adjustments don't need to be costly or complex. Here are the most commonly requested and most effective changes employers can make.
Temperature & environment
- Desk fans or personal cooling devices
- Access to cool drinking water
- Control over heating/ventilation near workstation
- Outdoor break areas
Flexible working
- Adjusted start/finish times
- Hybrid or home working options
- Flexibility around meetings and travel
- Phased return after absence
Work clothing
- Natural, breathable fabrics
- Layering options
- Relaxed uniform rules during symptom flare-ups
- Access to spare clothing
Memory and concentration
- Written follow-ups after meetings
- Reduced workload during acute periods
- Quiet working spaces
- Memory aids and reminders
Legal responsibilities
Employers have a legal duty to support employees and protect them from discrimination, harassment and unfair treatment. In some cases, menopause symptoms may be covered by the Equality Act 2010, making it important to consider reasonable adjustments where appropriate.
This guidance provides general information only and is not a substitute for legal advice. If you're unsure how the law applies to your business, seek advice from a qualified employment law professional.
Looking for ready-to-use resources?
We're developing a range of practical toolkits, editable templates and workplace resources designed for small businesses.