Menopause is a natural stage of life that can affect employees physically, emotionally, and cognitively. Although this stage generally occurs during the ages of 45-55, lasting approximately 4 years, it can occur prior to that as a result of health issues, and can last beyond the upper age range for some women. The term ‘menopause’ also includes peri-menopause and post-menopause.

As more organisations focus on employee wellbeing and inclusion, menopause policies are becoming an important part of workplace support.

Although there is currently no legal requirement to have a dedicated menopause policy in place, employers have obligations under the Equality Act 2010 and the Health and Safety at Work etc. Act 1974 to ensure employees are not disadvantaged and that their health, safety, and wellbeing are appropriately considered.

A menopause policy can set out how a business can support employees experiencing symptoms, such as which temperature  fluctuations, fatigue, sleep disturbances, anxiety, or difficulty concentrating. The goal of any employer is to create an environment where employees feel comfortable discussing their needs and accessing appropriate support.

Such a policy may include such things as manager training, flexible working arrangements, access to occupational health services, and reasonable workplace adjustments. Adjustments may   include flexible working, cooler spaces (by the introduction of fans, for example), additional breaks, or options for remote working when appropriate.

As awareness continues to grow, menopause policies are increasingly viewed as a wellbeing initiative supporting staff in the workplace and fulfilling existing legal obligations.

Since 2026, employers with 250 or more employees can voluntarily publish action plans to support employees experiencing menopause. The government has indicated that such action plans are expected to become mandatory in the future.

For further information please see the Acas website – Managing menopause – Menopause at work – Acas.

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