Menopause FAQs

Our menopause FAQs detail frequently asked questions and tailored answers written by our team of experts.

Who needs menopause awareness training in any organisation?

Menopause awareness training is for beneficial for everyone in an organisation. It is particularly important for leaders, managers, and human resources teams so they can empathise with those experiencing symptoms and implement effective adjustments.

Should every workpalce have a menopause policy?

A menopause policy is not a legal requirement. However, having a policy and guidance in place that everybody in the workplace reads and understands is beneficial. It helps to ensure employees experiencing the menopause are properly supported which also reduces the likelihood of discrimination claims.

Why is menopause training important?

Menopause training fosters an inclusive, understanding culture reducing stigma and discrimination.

When people feel valued this leads to greater talent retention and increased productivity which ultimately benefits the organisation.

What are the employer's responsibilities for menopause?

Employers must have procedures in place to support those experiencing menopause symptoms.

Although menopause is not a protected characteristic under the Equality Act 2010, it may fall under the named characteristics: age, disability, gender reassignment and sex.

The Management of Health and Safety at Work Regulations 1999 require employers to conduct general risk assessments, including specific risks to menopausal employees.

How can you raise awareness of menopause in the workplace?

Menopause awareness training can help foster understanding and support for those experiencing menopause symptoms.

In addition, having a clear policy and guidance in place and encouraging communication and sensitivity towards the topic can create a more inclusive environment.