Menopause policy workplace accommodations

Bridging the gap: How menopause policies can support women in the workplace

Having policies around medical leave and accommodations for ongoing health conditions has been standard for many years. Recently, new workplace offerings, such as menstrual leave and menopause policies, have been gaining popularity as emerging ways to support employees and improve communication around women’s health issues.

There is undoubtedly a demand for workplace accommodations for menopause. In Bonafide’s 2024 State of Menopause survey, 51% said they want increased workplace accommodations for menopause. 76% reported that they currently had no menopause accommodations available at work.

Creating a menopause policy for your workplace could help you bridge that gap and stand out as an employer offering unique benefits and accommodations. Here’s what you need to know about menopause policies in the new year.

What is a menopause policy?

Menopause policies in the workplace are becoming increasingly common as businesses recognize the impact menopause can have on employee health and productivity. These policies typically outline the support and accommodations employers offer employees experiencing menopause symptoms.

You might be unfamiliar with menopause. It is the final reproductive stage, occurring when menstruation ends. As a result, a person is no longer able to get pregnant. Those experiencing menopause may encounter a variety of symptoms, including hot flashes, sleep disturbances, mood changes, and joint pain.

Benefits of having a menopause policy

A well-crafted menopause policy can offer many benefits for employers, including improving employee morale, reducing absenteeism, and enhancing productivity.

Improving employee well-being

Menopause can wreak havoc on the physical and mental well-being of employees who are experiencing it, especially when paired with mounting work demands. Creating a policy to address these concerns adequately signals to employees that you care about their well-being.

It also allows them to access tools such as time off or workplace accommodations to help them better manage their symptoms and return to work healthier and more productive.

Creating a supportive workplace culture

Those experiencing menopause also often feel unsupported or looked down upon at work. In Bonafide’s study, 48% of women surveyed said that they believe menopausal women are seen as less productive or emotionally stable at work. Many also reported that it hindered their ambitions for job growth.

By creating a culture of open communication, empathy, and understanding regarding menopause, you can make it clear to employees that you are not negatively judging their productivity or emotional state as they navigate menopause.

Instead, by being supportive and accommodating, you are focusing on helping them deal with their menopause symptoms so that they can feel emotionally healthy and reach their work goals.

Boosting employee retention and recruitment

A supportive culture and excellent benefits make attracting and retaining top talent much easier. Many employers haven’t jumped on the emerging trend of offering menopause leave or straightforward accommodations yet, so this is a great way to support your current staff while also standing out to potential recruits.

Offering unique benefits and showcasing a commitment to employee health and well-being is one of the best ways to build an excellent employer brand.

Tips for implementing a menopause policy

Offer guidance on developing a policy that meets your organization’s and employees’ needs. Provide examples of successful policies and resources available to assist businesses.

Use inclusive language

Acknowledge the varying gender experiences and identities that people who experience menopause may have. Menopause can happen to transgender and nonbinary people who do not identify as women.

So it’s essential to make your policy open to anyone experiencing menopause rather than narrowing it down to women. Consider using language such as “people experiencing menopause” rather than “menopausal women” to remain inclusive.

Decide whether to offer menopause leave

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Some organizations offer menopause leave or a set number of paid days off for employees dealing with symptoms of menopause. Often, this is combined with a menstrual leave policy to support employees throughout varying stages of reproductive health.

Consider whether you want to offer a set leave allotment, leave it more open-ended based on employee need, or focus your menopause policy around menopause support initiatives other than paid leave.

Consider what accommodations would be most helpful and practical

There’s always a balancing act when accommodating employees at work. You want to meet your team members’ needs and, ideally, even some of their preferences to foster a happy and supportive work environment. Still, you also need to consider your business’s needs.

Some possible accommodations for those experiencing menopause and related symptoms include:

  • Flexible working arrangements to allow for periodic remote work.

  • Improved temperature control for those experiencing hot flushes.

  • Reasonable work schedule adjustments if sleep disturbances impact an employee’s ability to get to work bright and early.

  • Providing frequent and prompt restroom breaks for employees in roles where they can’t leave their workstations without approval.

  • Workplace adjustments such as offering ergonomic chairs or work equipment for employees experiencing back or joint pain.

  • Allow drinking water at workstations and provide appropriate opportunities to refill water bottles.

Address privacy concerns

While one goal of implementing a policy and creating a menopause-friendly workplace is to reduce the stigma around menopause, employees may still have reservations about sharing such sensitive personal information.

Reassure them that you’ll handle this information with care and won’t share it with their teammates. Gender and age discrimination are common issues.

Legal implications of menopause in the workplace

As with any workplace policy, compliance with legal requirements is important to avoid potential discrimination claims. In the United States, having a menopause policy or offering menopause leave isn’t currently required. However, that could change as state or federal legislation is introduced.

Menopause discrimination

However, some legal implications remain when crafting a menopause policy. The biggest concern is discrimination. Employers may not discriminate against employees based on protected characteristics like gender, sex, age, or disability.

Because menopause is something that happens a bit later in life and impacts those assigned females at birth (AFAB), you do need to be particularly careful to avoid concerns of discrimination.

It’s a good idea to provide managers with menopause awareness training and ensure everyone is up-to-date on anti-discrimination and unconscious bias training and interventions.

The ADA and menopause

Menopause in itself isn’t traditionally considered a disability, but you’ll need to consider the impact of menopause on each individual to determine how to proceed in that area.

After all, the Americans with Disabilities Act (ADA) intentionally broadens the definition of disability to account for the fact that different medical conditions will impact or limit each person differently.

The ADA definition is “a physical or mental impairment that substantially limits one or more major life activities.” In some circumstances, menopause or related conditions (such as anxiety, depression, insomnia, or osteoporosis stemming from menopause) may meet that threshold.

Compliant health information handling

Employers should practice proper data handling practices around employee healthcare information, including an employee’s menopause status and any doctor’s notes or symptom information disclosed.

Information regarding menopause-related requests should only be made available when necessary for genuine business purposes (such as to a direct supervisor who needs to provide accommodations).

The ADA requires that medical files be kept separate from regular employee files and that access be limited to those with a valid business need, so that’s a good guideline to follow as a best practice, even if menopause may not always fall under the ADA.

Sample menopause policy

[Company Name] prioritizes the health and well-being of all team members and acknowledges the unique challenges that those experiencing menopause may face. To support employees experiencing perimenopause and menopause, it is our policy to provide reasonable accommodations to help employees feel more comfortable at work while managing their menopause symptoms.

Scope

This policy applies to all employees experiencing symptoms related to perimenopause, menopause, or post-menopause without regard to gender identity, race, sexual orientation, or other protected characteristics.

Definitions

Menopause occurs when a menstruating person has gone 12 months without a period. It marks the end of fertility. Common symptoms of menopause may include hot flashes, joint pain, brain fog, panic attacks, mental health changes, night sweats, and sleep disturbances.

Perimenopause, or menopausal transition, is the reproductive stage that occurs when your body begins transitioning towards menopause. It marks the end of your reproductive years and includes symptoms such as irregular periods, bladder problems, mood changes, and bone loss.

Menopause leave

Employees experiencing debilitating symptoms related to menopause are entitled to up to [X[ days of paid leave per calendar year. This benefit is available to eligible employees who have worked for [Company Name] for [length of service requirement].

Workplace support and accommodations

Because symptoms may vary by person, there is no one-size-fits-all set of menopause accommodations. Instead, we encourage employees to speak to their supervisors or contact their HR representative to discuss potential accommodations and other resources available.

We also encourage employees experiencing psychological symptoms of menopause or other concerns to reach out to our employee assistance program (EAP) to access counseling and referral services.

Confidentiality

We understand that menopause can be a sensitive topic, and we value your privacy. We will handle all shared information confidentially. Furthermore, we will not disclose employees’ use of menstrual leave or accommodations to other team members.

However, applicable line managers and staff overseeing the accommodations may have access to this information. Employees will not be discriminated against based on their menopause status or any requests related to this policy.

If you have any questions about this policy or how your information will be handled, please get in touch with the human resources department at [email].

More resources:
PTO request policy: A comprehensive guide for employers New tab icon
No-call no-show: Crafting an effective employee absence policy New tab icon
Why your sexual harassment policy needs a contingency plan New tab icon

Want more insights like these? Visit Kaylyn McKenna’s author page to explore her other articles and expertise in business management.