Employer template
Menopause Policy Template UK: What Employers Should Include
A menopause policy does not need to be complicated, but it should be clear enough for employees, managers and HR teams to understand how support works in practice.
This guide explains the main sections to consider before writing or reviewing a workplace menopause policy.
Suggested policy sections
- Purpose and scope.
- Who the policy supports.
- Confidentiality and conversation routes.
- Manager responsibilities.
- Possible workplace adjustments.
- Training and awareness.
- Medical, HR and occupational health signposting.
- Review date and policy owner.
What to avoid
- Over-promising medical or legal outcomes.
- Putting all responsibility on the employee to explain menopause.
- Using language that excludes early, surgical or medically induced menopause.
- Publishing a policy without manager training or a clear support route.
Starter wording
Purpose: This policy explains how our organisation aims to support employees who are affected by perimenopause, menopause or post-menopause symptoms at work.
Scope: Support is available to employees who experience symptoms directly and to managers who need guidance on handling conversations sensitively and consistently.
Confidentiality: Conversations about menopause symptoms should be handled respectfully and privately. Employees should not be asked to share more personal health information than is necessary to consider support.
Support: Possible support may include practical workplace adjustments, flexible working discussion, manager support, occupational health input, wellbeing signposting or referral to relevant internal processes.
Important: This resource is general workplace information only. It is not legal, HR, occupational health or medical advice. Employers should seek qualified advice for specific employment, equality, health and safety or medical situations.
Download the checklist
Use the PDF checklist to audit your current policy, identify gaps and prepare for manager training or external support.
Frequently asked questions
Does every UK employer need a menopause policy?
Policies and action plans depend on organisation size, risk, culture and legal obligations. A clear written approach can still help managers and employees even where a standalone policy is not required. Seek qualified advice for your circumstances.
Should a menopause policy mention reasonable adjustments?
It should explain how employees can request support and how possible adjustments are considered. EHRC guidance notes that where symptoms amount to a disability, employers may have legal obligations around reasonable adjustments.
Can The Menopause Directory write our policy?
The directory can help you request policy support from suitable workplace menopause professionals. Submit an employer brief to explain what you need.