The menopause can have a big impact on the daily lives of employees and, in turn, a negative impact on their performance and attendance at work. Some symptoms may last for several years and can include anxiety, reduced concentration, sleep disturbance, hot flushes and heavy periods – all of which can be both physically and emotionally distressing. The psychological effects can also impact relationships in the workplace. For some, symptoms are so severe that they need to take time off or leave their job altogether, but feel unable to disclose their reasons for absence to their managers.

Organisations should treat the menopause as they would any other health issue, not only to break the stigma and taboo surrounding the menopause at work, but to create an inclusive environment where employees and managers feel able to discuss any reasonable adjustments that may be needed.

This guide is designed to support any employer wanting to develop a supportive framework for employees experiencing the menopause. Please note that we are not providing legal or medical advice, but practical guidance – employers may also need to obtain their own specialist advice on the approach to take in any individual case.

Please note
While we predominantly talk about women in relation to the menopause in this guidance, we also recognise that it can impact some transgender and non-binary people who will require support and flexibility relevant to their needs.

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