Even though a menopause policy isn’t mandatory, the absence of one can have many negative consequences, not just for employees but also for employers and organisations.
In 2023, menopause is expected to impact 1.2 billion women, making it the fastest-growing demographic in the workplace.
Even though the figure is rising, there’s still a lot of progress to be made as 42% of women going through menopause choose to leave their careers as they experience menopausal symptoms at work.
Workplaces often don’t consider menopause as a serious challenge and therefore the awareness and understanding surrounding menopause are lacking. Without proper awareness, managing menopause in the workplace has become more difficult as many are embarrassed to discuss their symptoms and ask for help.
This is why a menopause policy can be a great asset since it makes sure that everyone is supported and ensures proper strategies are in place to help everyone feel valued.
When it comes to drafting a menopause policy, there’s no standard way of going about it. If you’re trying to draft a policy without knowing where to start, there are some sections that can help you structure a clear and effective menopause policy.
Building on these can help you come up with additional sections that complement your organisation.
The order of business is to make sure you clearly outline the purpose of the policy, including providing guidance and support to employees who need it, raising awareness among employees, breaking the stigma surrounding menopause, and offering freedom to raise concerns that could help the organisation make adjustments.
One of the main reasons employees treat menopause as a taboo subject is because of the lack of understanding and sometimes the failure to understand what menopause truly is. The policy should talk about menopause, what it is, how it impacts everyone differently, and which symptoms are commonly experienced by women.
Clearly outline your intent to raise the health and wellbeing of your employees—specifically women who are going through menopause. The policy can even acknowledge that menopause is an equality issue, making it clear that it’s a policy that applies to all gender identities, including non-binary and trans employees.
Whether it’s an employee who’s experiencing menopause and needs to take care of their health and wellbeing or a manager who needs to initiate menopause support activities, the responsibilities change for everyone. Having a clear understanding of everyone’s roles can help create strong support throughout the company.
UK businesses alone are losing over 4 million working days annually as a result of perimenopause and menopause. In our FREE guide—Breaking the stigma of menopause—we explore the struggles of women experiencing menopause and how employers can offer guidance and support.
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