Menopause Manager
Menopause in the Workplace
A quick-reference guide for managers and colleagues on how to be supportive, inclusive, and legally compliant.
✓
✓
Do
- ✓Create a private, comfortable space for conversations about menopause.
- ✓Ask open questions and listen without judgement.
- ✓Offer flexible working arrangements where possible, start times, remote working, rest breaks.
- ✓Carry out a workplace risk assessment and act on findings.
- ✓Keep all conversations and disclosures strictly confidential.
- ✓Follow up regularly and review adjustments as needs change.
- ✓Signpost employees to occupational health, EAP, and specialist support.
- ✓Treat menopause-related absence sensitively and separately from general absence records.
✗
Don't
- ✗Make assumptions about how someone is feeling or what they need.
- ✗Dismiss or minimise symptoms. They can be severe and debilitating.
- ✗Make jokes or use dismissive language about menopause.
- ✗Discuss someone's menopause with colleagues without their consent.
- ✗Ignore requests for reasonable adjustments. This may be a legal obligation.
- ✗Treat menopause-related absence the same as general sickness absence.
- ✗Wait for an employee to raise it. Create a culture where it's safe to speak up.
- ✗Assume menopause only affects older women. It can affect anyone at any age.
Legal reminder
Under the Equality Act 2010, menopause symptoms that have a long-term, substantial effect on day-to-day activities may constitute a disability. Employers have a duty to make reasonable adjustments and must not discriminate on grounds of sex, age, or disability.
menopausemanager.co.uk
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