What to include in a menopause action plan

As awareness of menopause improves, more and more employers are seeing the benefits of implementing clear menopause action plans. Recent government announcements call for improvements to the support offered to employees. With this in mind, it’s important to consider how your School or Trust is fulfilling its obligations to create an environment where help and support are easily accessed. 

Menopause can significantly impact an employee’s physical and mental wellbeing, with 44% of women in the 2022 Fawcett report sharing that menopausal symptoms affected their ability to work. Having a structured plan in place helps to provide appropriate levels of support and address employee challenges proactively. By providing adjustments, employers can enhance employee retention, reduce absenteeism, and foster a positive work environment.  

Starting from scratch when putting together a plan may seem daunting, but here are some key points for you to consider: 

1. Awareness and education

• Training sessions: Conduct regular training sessions for all employees to raise awareness about menopause and its impact. 

• Educational materials: Provide accessible resources such as brochures, online courses, and workshops. 

• Guest speakers: Invite healthcare professionals to discuss menopause and related health issues. 

2. Supportive workplace environment

• Flexible working arrangements: Offer flexible working hours, remote work options, and part-time opportunities. 

• Comfortable workspaces: Ensure the workplace is temperature-controlled and provide access to quiet rest areas. 

• Menopause champions: Appoint trained staff members as menopause champions to offer support and guidance. 

3. Health and wellbeing support 

• Health screenings: Provide regular health screenings and access to medical advice. 

• Employee Assistance Programmes (EAP): Offer confidential counselling services and support groups. 

• Wellbeing initiatives: Promote physical activities, mindfulness sessions, and stress management workshops. 

4. Policy and procedure development 

• Menopause policy: Develop a clear menopause policy outlining support and accommodations available (EPM has a model policy to support you with this). 

• Review existing policies: Ensure current policies on sickness absence, flexible working, and occupational health are menopause friendly. 

• Feedback mechanism: Establish a system for employees to provide feedback on menopause-related issues and support. 

5. Communication and engagement 

• Open dialogue: Encourage open conversations about menopause in the workplace. 

• Regular updates: Keep employees informed about new initiatives, policies, and support available. 

• Inclusive culture: Foster an inclusive culture where menopause is understood and supported. 

6. Monitoring and evaluation 

• Track progress: Regularly review the effectiveness of the menopause action plan. 

• Employee surveys: Conduct surveys to gather feedback and identify areas for improvement. 

• Adjustments: Make necessary adjustments based on feedback and changing needs. 
  

A clear menopause action plan available to employees demonstrates your commitment to employee health and equality, promoting a culture of inclusion, understanding and respect.  

If you’re looking for further support or guidance in managing employee wellbeing, we have a raft of materials and training available to support you, please talk to us.