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Recognising and Supporting Menopause in the Workplace

Approx. 7 hours

Menopausal women are one of the fastest-growing workforce groups in the UK however the issue is still being treated as a workforce taboo by some and in general, has not been satisfactorily recognised and supported by employers. The MP Rachel Maclean is predicting; “It will become as unacceptable to not have a menopause policy as an employer as it is to not have a diversity and inclusion culture”, yet few companies have menopause-specific health and wellbeing policies in place.

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A vast majority of the 4.4 million over 50 women will go through menopause during their working lives. Recognising and supporting menopause is vital and positions your organisation as an inclusive employer of choice to a crucial demographic. It will help improve productivity and engagement, lower absence levels, reduce recruitment costs and avoid any legal action.

  • Workplace discrimination based on gender or age is illegal under the Equality Act
  • Several companies have faced tribunals and lost, being ordered to pay substantial amounts
  • Replacing a woman who has left work due to menopausal symptoms can cost an average of £30 000
  • Corporate Social Responsibility: ensure your midlife female employees can work as long as they choose with the highest possible quality of working life
  • CIPD revealed that 30% of the working menopausal women they surveyed had taken sick leave, yet only a quarter of these told their boss the real reason for their absence
    • 65% said their ability to concentrate was affected
    • 58% experienced greater stress
    • 52% became impatient with clients and colleagues due to menopause

We will tailor the course to suit your organisation's needs. This is a preliminary outline to give you a taste of what we typically offer when delivering this course in-house. After an in-depth discussion between your organisation and the trainer, we will develop a course outline which meets the specific needs of your team. 

We can also deliver this course virtually, or as webinar modules.

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Which functions will benefit from attending

  • HR, Diversity & Inclusion, Recruitment & Resourcing, Policy & Strategy , Operations, Line Management, Legal, Talent, Equality, Policy, Organisational Development, Employer Branding, Engagement, Employee Relations, People Development, Learning and Development, Improvement and Quality


Introduction to the day and learning objectives


  • Why support menopausal women? The business and moral case?
  • Quantifying the positives: productivity, reduced absence, loyalty, building your brand as an inclusive employer, reducing recruitment costs, minimizing the risks of workplace tribunals
  • What is menopause and how does it affect your female employees
  • Physical, psychological and other symptoms and how they affect women both in and out of the workplace
  • What are the symptoms and their effects inside and outside work?
  • How can women be supported in the workplace: what help do they need and how can you make it easy to ask?
  • The impact of menopause on the body: sleep, diet, symptom management
  • Helping strategies
    • Work place adaptions and adjustments
    • When OH referrals might help
  • HRT, alternative medications, natural treatments, lifestyle and workplace changes, self-help alternatives hypnotherapy, CBT
  • What can we do in the workplace?
    • Exercise, stress relief, mindfulness and meditation, networks, making information available to all
    • Managing stress, brain fog: how do you support female colleagues?
    • Myths and misconceptions


  • Understanding and meeting your legal requirements to support menopausal staff
  • Menopause under the Equalities Act 2010
  • Your legal duties to avoid age and gender discrimination
  • Pay gap issues: removing barriers to progression for older women
  • Writing and implementing a menopause-specific policy
  • Sickness absence procedures
  • Flexible working arrangements
  • Frequency of breaks
  • Risk assessment of the workplace under Workplace (Health Safety and Welfare) Regulations 1992
  • What should be included?
  • How do you ensure it’s implemented and understood company-wide?
  • Case histories and lessons learned
  • A blueprint


  • What could help in terms of the physical and psycho-social work environment changes and adjustments
  • Guidance documentation – what could be included
  • Adapting existing sickness and flexible working policies
  • Uniform policy
  • Communication and talking about menopause at work
  • Evidence-based interventions: Self-help for women and line manager training
  • Workplace culture and occupational health awareness campaigns
  • Ensuring you are sending positive messages
  • Champions and allies – setting up, terms of reference, training and awareness raising
  • Training line managers and raising awareness internally
  • Why is the issue relevant and key to our organisation?
  • Understanding the issues and communicating them internally and externally
  • Practical workplace solutions: what to implement and why
  • Starting the conversation with colleagues who have no experience of the issue
  • Raising awareness without ranting!
    • Practical measures: what works and why?


Contact us to book or discuss our events & services

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