1. Purpose

[ORGANISATION NAME] is committed to supporting employees through all stages of their working life. Perimenopause and menopause are significant life transitions that can affect physical and mental health, and therefore work. This policy sets out how we recognise, accommodate and support employees experiencing these symptoms, and how we expect managers to respond.

This policy applies to all employees, contractors and workers, regardless of gender. It includes cisgender women, trans men, non-binary people and trans women on estrogen-based therapy who may experience menopause symptoms.

2. Definitions

• Perimenopause: the transitional phase, often beginning in the 40s but sometimes earlier, when hormone levels fluctuate and symptoms typically begin.
• Menopause: 12 consecutive months without a menstrual period.
• Postmenopause: the years following menopause. Some symptoms ease; others (e.g. genitourinary syndrome of menopause) can persist or emerge.
• Premature / early menopause: menopause before 45, including surgical menopause and treatment-induced menopause (e.g. after cancer treatment). This group has additional health and accommodation needs.

3. Recognised symptoms that can affect work

This is a non-exhaustive list. An employee does not need a diagnosis to access support under this policy.

• Vasomotor: hot flashes, night sweats, temperature dysregulation.
• Sleep disruption and resulting fatigue.
• Cognitive: brain fog, word-finding difficulty, reduced working memory.
• Mood: low mood, anxiety, irritability, cyclical mood shifts.
• Musculoskeletal: joint pain, muscle aches.
• Genitourinary, including bladder urgency.
• Heavy or unpredictable bleeding during perimenopause.
• Headache or migraine pattern changes.

4. Reasonable adjustments we will consider

Where appropriate, and following a confidential conversation between the employee, line manager and (where needed) HR, the following adjustments are available:

• Environment: desk near a window, desk fan, adjusted local temperature, alternative to hot meeting rooms, access to drinking water.
• Working pattern: flexible start / finish times, increased hybrid working, ability to swap a morning meeting for an afternoon one (and vice versa).
• Breaks: agreed protocol for stepping out of long meetings, access to a quiet space for a short reset.
• Uniform / dress code: lighter fabric alternatives, layering, no mandatory hosiery / tights.
• High-stakes work: sensible scheduling of major presentations, interviews, assessments and long-haul travel.
• Sanitary provision: free sanitary products in all toilets, regardless of which gender they're designated for.
• Time off for appointments: reasonable paid time off for menopause-related medical appointments, treated like any other ongoing health condition.

5. Sick leave and absence

Where an employee is signed off sick for reasons related to menopause, the absence will be recorded as menopause-related where the employee discloses this, and will not count towards routine absence triggers where the absence is directly attributable to menopause symptoms or treatment. Return-from-leave plans (see toolkit) are encouraged.

6. Line manager responsibilities

• Complete the menopause-awareness training within [90 days] of taking up a line-management role.
• Treat any disclosure as confidential.
• Hold the conversation in a private space, allow time, do not interrupt.
• Do not require medical evidence to begin a reasonable conversation about adjustments.
• Document agreed adjustments in writing and share a copy with the employee.
• Schedule a review point (typically 4–6 weeks).
• Escalate to HR if requests fall outside what the manager can authorise alone.

7. Confidentiality

Information shared under this policy is treated in the strictest confidence. It will not be shared with colleagues, other managers or recorded in any open performance system without the employee's explicit consent, save where required by law.

8. Discrimination and complaints

[ORGANISATION] will not tolerate jokes, comments or treatment that disparage employees on the basis of menopause status, age or sex. Such behaviour will be addressed under the existing dignity-at-work / harassment policy. Employees who believe they have been treated unfairly can raise a concern under the grievance procedure without fear of retaliation.

UK note: menopause symptoms that are long-term and substantial may amount to a disability under the Equality Act 2010, and discrimination claims may also be brought on the basis of sex and age. US note: severe symptoms may meet the threshold for the ADA and FMLA; some states have menopause-specific workplace legislation.

9. Training and awareness

• All line managers complete menopause-awareness training (see Part 3 of the Nila work toolkit for a 45-minute outline).
• Menopause is included in the standard wellbeing-at-work induction.
• An employee resource group / network is supported where one exists.
• This policy is referenced in onboarding materials.

10. Review

This policy will be reviewed every [24 months] or sooner if legislation or best-practice guidance changes.

Policy owner: [HR / People function]
Version: [1.0]  Effective from: [DATE]  Next review: [DATE]

Sources informing this template: CIPD Menopause at Work Guidance (UK), SHRM Menopause Toolkit (US), Menopause Society (formerly NAMS) 2024 employer consensus, Fawcett Society Menopause and the Workplace 2022, UK Equality Act case law to date.