Menopause Support Policy
Author: XpertHR Editorial Team
When to Use
Consider implementing a policy about menopause to raise awareness and understanding of how menopause may affect an employee and their performance at work. A policy could also encourage employees facing workplace challenges due to their symptoms to discuss their experiences and request support. A policy should outline the types of support available within the organization and the process by which an employee may seek assistance.
As the lifespan and retirement age of the workforce rises, menopause-related issues will continue to pose challenges for employees and employers alike. Notably, younger employees may also enter menopause for a variety of reasons, such as certain types of surgery or illnesses. A lack of understanding and support for employees experiencing menopause may result in decreased performance, productivity and employee engagement - and ultimately, a loss of talent for their organizations.
In addition, with its impact on so many employees, addressing menopause allows an employer to take a strong position against the long-standing stigma and taboo surrounding the topic. Having a policy in place would also reiterate an employer's commitment to an inclusive working environment by recognizing that menopause not only affects female employees, but also those who identify as trans and non-binary.
The below menopause policy should be customized to fit an organization's particular needs and to demonstrate a supportive and inclusive work environment.