How to use your menopause policy

It’s not just about having a menopause policy. It’s about using it properly

‘I left my job and career of 20 years because of my menopause.’ She told me.

And because I’m a curious wee soul aka nosey, I asked to chat more about why and what lead to her leaving.

The organisation she worked for was great at creating policies, and yes they had a menopause policy, but  they were not so great at letting people know about them.

That included the managers so she felt unsupported, overwhelmed and misunderstood when she turned to her manager for support.

There was, of course, more but this got me pondering.

How many organisations have done a really good thing and put together a menopause policy but currently it’s gathering digital dust?

So here’s the potential penny-dropping moment.

Having a policy and making it work are two entirely different things.

Why having a menopause policy isn’t enough

Two questions to ask:

1. Does your menopause policy actually help your managers know what to do when an employee comes to them struggling with symptoms?

2. Or does it just sit there, a box-ticking exercise that nobody really understands or uses and your colleagues had no input on?

Here’s what we know from the research:

Your colleagues need it and also they need to know about it

With 76% of women reporting their menopause symptoms are moderately or extremely problematic at work.

For those experiencing five or more ‘very difficult’ symptoms, that figure rises to nearly 1 in 5.

Add in the 14% reducing their hours and another 14% going part-time, and you’ve got a talent retention crisis on your hands.

Your managers and team leaders desperately need to know the nitty-gritty of your menopause policy

They’re the ones on the front line, and many haven’t got a clue how to support someone experiencing menopause symptoms. Is it a disability? Could refusing flexibility be discrimination? What adjustments are reasonable? Without proper training and clear guidance, even well-meaning managers can inadvertently put your organisation at risk.

What’s the real cost of not doing menopause support well?

Beyond tribunal costs, consider:

• The expense of recruiting replacements for experienced staff who leave
• The time investment in training new team members
• The frustration and burnout of existing staff picking up the slack
• The damage to your reputation as an employer
• The loss of knowledge when talent walks out the door

Have a menopause policy that works for your organisation

A working menopause policy does five crucial things:

1. Provides crystal-clear guidance for everyone

Struggling colleagues need to know exactly where to go, who to talk to, and what support is available. No ambiguity, no confusion.

2. Equips managers with confidence

Your managers need to understand menopause symptoms, know the legal landscape, and feel comfortable having these (at times, difficult and sensitive) conversations.

3. Triggers policy reviews across the board

Your absence management policy, flexible working arrangements, uniform policies, office temperature controls, to name a few.

Do they all take menopause into account? A standalone policy should prompt you to update any related policies you have.

4. Creates a culture where menopause can be discussed openly

When was the last time someone in your organisation talked about menopause without whispering? The more we normalise these conversations, the more support people will actually seek and receive.

5. Makes your organisation attractive

Forward-thinking businesses that genuinely support their people don’t just retain talent. They’re going to attract it.

With workplace menopause support now firmly in the public awareness, candidates are paying attention to how you handle this.

A gentle nudge

A menopause policy should never be a document you create once and forget about. It needs to be:

• Communicated clearly and regularly
• Embedded in manager training programmes
• Referenced in induction processes
• Reviewed annually and updated based on feedback
• Actually used when colleagues need support

Remember: everyone deserves to feel fully supported in their work environment.

With tribunal claims continuing to rise and the expectation changes in the Employment Rights Bill employers will need to create action plans around menopause.

These plans are likely to be voluntary from April 2026 for larger employers (staff 250+).

These plans are not expected to become mandatory until 2027.

One more wee question for you

If an employee came to their manager tomorrow struggling with their peri-menopause symptoms, would your manager know exactly what to do?

If the answer is anything less than a confident yes, your policy isn’t working for you just yet.