Menopause Support Policy
Author: XpertHR Editorial Team
When to Use
As the lifespan and retirement age of the workforce rises, menopause-related issues will continue to pose challenges for employees and employers alike. 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 engagement, and ultimately lead to a loss of talent for the employer.
In addition, 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 also reiterates the 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.
An employer should consider implementing a policy about menopause to raise awareness and understanding of how menopause may affect an employee and their performance at work, encourage employees facing workplace challenges due to their symptoms to discuss their experiences and request support, and outline the types of support available within the organization and the process by which an employee may seek assistance.
