Workplace Peri and Menopause Policy
Creating a Workplace That Actually Supports Women Through Peri and Menopause
For years women were expected to push through hot flushes, brain fog, anxiety, insomnia and exhaustion in silence… usually while still leading teams, raising families and pretending everything was “fine”.
Thankfully that’s changing.
Forward-thinking organisations are realising peri and menopause are workplace issues, not private problems women should quietly deal with at home. And the businesses getting ahead of this now are already seeing the benefits.
When workplaces understand how to support midlife women properly, it can lead to:
• Keeping experienced women in the workforce
• Fewer sick days and burnout issues
• Better team culture and morale
• More confident leaders and managers
• Reduced workplace risk and complaints
• Staff who feel seen instead of sidelined
But this isn’t about treating women differently or making assumptions about age or capability.
It’s about creating workplaces where people can actually have conversations without embarrassment, stigma or fear of being judged as “difficult”, “emotional” or “past it”.
We combine the latest evidence-based menopause workplace education with expert employment law guidance to help businesses create practical, inclusive and genuinely supportive workplace policies and training.
Menopause in the workplace according to best practice
Having a dedicated Peri and Menopause Workplace Policy sends a very clear message: midlife women are valued, supported and not expected to silently sweat through meetings while pretending everything is fine.
It acknowledges that peri and menopause are workplace issues, not “women’s problems” to be whispered about in the bathroom at Friday drinks.
A strong policy gives staff and managers practical guidelines, support systems and clear communication pathways so people know what help is available, how conversations can happen safely and what adjustments may make work life easier during this stage of life.
Because women shouldn’t have to choose between their health and their career.
Peri and Menopause can cause a variety of physical and emotional symptoms that can impact an employee’s ability to perform their job effectively, and may even lead to prolonged absences or reduced productivity.
Organisations that make workplaces more Peri and Menopause inclusive are better able to attract and retain skilled, capable staff. Peri and Menopause is both a gender and age-equity issue and remains one of the last taboos in workplaces.
Having a specific Peri and Menopause workplace policy re-enforces the organisation’s commitment to midlife women.
Best practice Peri and Menopause in the Workplace policies include:
- Acknowledgement at board and senior executive level. It is critical that a clear statement is issued from the senior leadership team and board that recognises that midlife women are valued and that Peri and Menopause is a workplace issue.
- Awareness raising. It is critically important to raise awareness among the entire workforce of any organisation, including senior management and supervisors. This is critical for removing stigma and for encouraging women to seek help and support.
- Addressing the physical environment. Access to fans, temperature control, cool water, sanitary products in the bathrooms, uniform flexibility and easy access to bathrooms will improve conditions for women with the symptoms of Peri & Menopause. Where possible allow symptomatic women to work from home.
- Creating safe spaces for communication. Feeling safe to speak to work colleagues about Peri and Menopause symptoms will encourage women to come forward and seek help, rather than wait until their symptoms are unbearable and quit.
Understanding the legal implications of writing your Peri and Menopause workplace policy is a great starting point.
Being familiar with the best practice approach to managing peri and menopause in the workplace also helps.
Our team of employment lawyers will ensure your workplace is at the cutting edge.
A workplace Peri and Menopause policy can benefit both employees and employers by promoting a healthy and supportive work environment that values the wellbeing of all employees.
A Peri and Menopause workplace policy can help make employees feel supported and valued. It creates a culture of inclusivity, diversity, and equality.
It also helps retain staff and reduce recruitment costs.
In our increasingly litigious society, a Peri and Menopause policy can also assist combat the increasing number of claims for menopause-related discrimination and unfair dismissal cases.
Are you in menopause hell?
- Hot flushes ruining your morning meetings?
- Is brain fog muddling your number crunching?
- Unsure of what is happening to your body?
