The NHS has published a checklist to provide guidance for employers to promote menopause awareness and ensure staff get the support they need. Employers should be considering the following:

• Is there a menopause guidance document or policy in place and is it clear from this document how the organisation supports those affected by the menopause, is the document accessible, regularly shared and reviewed
• Is there an open and receptive culture around the menopause, can menopause be talked about openly and are there opportunities/forums for shared stories/experiences
• Are there menopause events in your organisation
• Is the right menopause training and support available for both employees and line managers
• Have the human resource director/s and occupational health had training and is occupational health support available and accessible
• Is there an employee assistance programme and does it include menopause
• Is menopause-friendly uniform/workwear available and if there are uniforms are they in suitable, breathable fabrics
• Are workplace facilities menopause-friendly
• Can workplace temperatures be adjusted or is there access to desk fans for employees who need them
• Is there access to cold water, washrooms and toilets
• Can people have access to restrooms for breaks/is there a breakout space available if they are patient/customer-facing

Six out of every 10 women experiencing menopausal symptoms say it has a negative impact on their work. With the right support, women do not need to press pause, struggle through, or leave their careers during this natural transition.

Good menopause care has both direct and indirect impacts on workforce retention, productivity, presenteeism and absenteeism. Ensuring staff get the support they need is an important part of retaining experienced talent and skills. The right support would also reduce the impact of a person’s symptoms on their health and wellbeing, their effectiveness at work and their personal life and relationships.