If you are reading this, you are most likely looking to introduce or enhance your menopause policy and start meaningful conversations about menopause, and we are so pleased to hear that. Let’s skip the small talk and get straight to it. Below is our free menopause policy template, ready for you to download and start making lasting changes in your workplace today. Read on to learn why a comprehensive menopause policy matters and the positive impact it can have on your company to make it a menopause-friendly workplace.

The impacts of menopause in the workplace

To understand the impact of menopause in the workplace, it is important to first understand what menopause is and how it can present differently in each person.

Menopause is the natural stage of life in a woman’s reproductive cycle when her menstrual cycle stops permanently and she is no longer fertile. During this time, she may experience a range of menopausal symptoms that vary in type and severity, which will have a negative impact on her quality of life. Given the significant impact that menopausal symptoms can have on a person, the resulting economic cost of absenteeism is also a serious concern. This further highlights that comprehensive reproductive healthcare benefits are not just a nice-to-have, but a necessity.

Typically, menopause affects women between the ages of 45 and 55. However, recent research shows that 50% of women experience perimenopausal symptoms in their 30s, and one in 100 will go through menopause by the age of 40.

Contrary to popular belief, menopause is not just an issue for older women, it affects a significant proportion of the workforce in their daily life and must not be overlooked.

Here are some of the more common physical and psychological symptoms that someone going through menopause may experience:

• Hot flushes
• Poor mental health, low mood or mood swings (sometimes depression)
• Brain fog and Memory difficulties
• Trouble concentrating
• Sleep disturbances
• Fatigue and low energy levels
• Vaginal dryness or pain
• Joint stiffness and muscle aches
• Headaches
• Panic attacks and anxiety
• Weight gain
• Low sex drive

These are just some of the symptoms that may affect menopausal women at any given time. Some women might only experience a few, while others may face many, often to different degrees.

Balancing work and life while dealing with these symptoms can be incredibly challenging. Without the right support and workplace adjustments, many women choose to leave their roles in search of employers who better understand and meet their needs. In fact, 40% of UK employees would willingly accept a lower salary in exchange for better employee benefits and a more inclusive workplace culture.

As an employer, it can feel overwhelming to tackle a sensitive issue such as menopause, especially if you are unsure of the right approach to take or what reasonable adjustments to make. This uncertainty often leads organisations to avoid the topic altogether, or to offer surface-level support, such as a one-off talk on World Menopause Day, without making any meaningful or lasting changes.

The reality is that menopause and its wide range of symptoms are a workplace issue not just an individual issue, and menopausal people should not have to work without support. But what if we told you that supporting your employees through life’s challenges, including menopause, is easier than you might think?

Introducing workplace policies such as a menopause policy, is a simple yet highly effective step. It helps to ensure your company has the right structure in place to support those facing menopause or perimenopause through practical guidance and a supportive culture.

To make things even easier, we have created a free menopause policy template that you can download. It saves you the hassle, while delivering the full impact your employees deserve, establishing an inclusive culture and providing guidance for employees.

Why You Need a Menopause Policy and How It Can Support Your Employees

In short, having a dedicated menopause policy is essential for attracting and retaining talent. It helps create a supportive workplace for employees experiencing symptoms of menopause, ensures no one faces discrimination or unfair treatment, and demonstrates that menopause is a priority within your organisation.

More than 50 percent of women are unable to go into work at some point due to menopause symptoms. Employers are currently losing around one in six employees because of a lack of menopause support and guidance on menopause. This means a comprehensive menopause policy is no longer a nice addition. It is a necessity, both for the wellbeing of your people and the success of your business.

Having a comprehensive menopause policy shows your current employees and future applicants that you take their wellbeing seriously. It sends a clear message that you understand the impact menopause has on people’s working lives and that you are taking real action to address it.

Recognising and responding to the real needs of your employees, both in and outside of work, through thoughtful policies and benefits, is one of the smartest things a business can do. A clear, practical menopause policy should explain what support is available, how to access it, and reassure employees that they will not be treated unfairly or face discrimination because of their symptoms. It is a powerful step towards building a workplace where women feel respected, supported and encouraged to thrive.

Looking to implement menopause support at your company?  Here’s how Fertifa can help

In many workplaces, menopause still feels like a taboo subject. It is often associated with a range of challenging symptoms which, if left unrecognised and unsupported, can interfere with someone's ability to work effectively. The issue is made more difficult by the fact that menopause remains widely under-researched and under-discussed, adding to the stigma around an already sensitive subject.

If you are reading this, chances are you have recognised the impact menopause can have at work and are looking for meaningful ways to make a difference, whether thats through training line managers, implementing policies or making valuable workplace adjustments.

Introducing a menopause policy is an excellent first step. It signals that you are committed to your employees' wellbeing and reproductive health. However, to create real and lasting change, further action is needed. Your commitment should be reflected in comprehensive reproductive health benefits that include a clear menopause pathway.

At Fertifa, our menopause benefit offers personalised one-to-one clinical support, access to expert resources and webinars on menopause and wider reproductive health topics, as well as consultations and medical treatments such as HRT. We also provide lifestyle guidance, including nutrition advice and a holistic approach to wellbeing plans such as cognitive behavioural therapy.

We are proud to make reproductive healthcare accessible, consistent and affordable. Our care is tailored to the individual, because no two journeys are the same.

Menopause can be a frightening and isolating experience, especially when someone feels unsupported at work. Without appropriate measures in place, employees are often left to manage their symptoms alone. Support in the workplace needs to go far beyond placing a fan on a desk or offering a token mention on World Menopause Day.

Real support that helps women through menopause and beyond starts with awareness of menopause and a comprehensive menopause policy, then truly strengthened by inclusive, high-quality reproductive healthcare benefits 💜