World Menopause Day is an important reminder that supporting people through peri-menopause and menopause is not simply a wellbeing initiative. It’s a business issue, a people issue, and a key part of creating an inclusive workplace.
Over the last few years, many organisations have taken positive steps by introducing menopause policies. While this is undoubtedly progress and can raise a certain level of awareness, a policy on its own is rarely enough.
The real difference is often made by the people managers who support employees day-to-day.
Menopause affects individuals differently. Symptoms can range from mild to severe and may impact concentration, confidence, sleep, anxiety levels, physical and overall wellbeing. Acas notes that supportive and open workplace conversations can help individuals continue to perform confidently and effectively, while reducing the risk of people feeling they need to hide their symptoms, take unnecessary time off, or even leave their role.
Why line manager training is critical
Many managers genuinely want to help, but they often lack the confidence, understanding, or language to start the conversation.
Without training, managers may:
- Misinterpret changes in performance or behaviour
- Avoid conversations because they feel uncomfortable or fearful
- Miss opportunities to make simple workplace adjustments
- Unintentionally create barriers for employees seeking support
With training, managers are far more likely to:
- Recognise when someone may need support
- Have sensitive and constructive conversations
- Understand their responsibilities as leaders
- Make appropriate adjustments
- Signpost employees to the right resources
- Build a culture where people feel comfortable speaking openly
A policy is the framework. Managers bring it to life.
A menopause policy provides guidance, consistency, and commitment. But employees experience culture through their interactions with managers and colleagues every day.
When leaders understand menopause and feel equipped to support their teams, organisations can create an environment where people feel heard, valued, and able to perform at their best.
As Acas highlights, menopause should not be viewed solely as a women’s issue. Colleagues, partners, carers, and managers all have a role to play in creating supportive workplaces, making education and awareness important across the whole workforce.
Looking beyond policy: the rise of menopause action plans
The expectations on employers are continuing to evolve.
Larger employers can now voluntarily publish menopause action plans alongside their gender pay gap reporting, and these plans are expected to become a mandatory requirement for large employers (250+ employees) from April 2027. The purpose is to demonstrate the practical steps organisations are taking to support employees experiencing menopause, including workplace adjustments, awareness raising, manager capability and employee support.
This is a positive step forward. However, publishing an action plan should be viewed as the starting point, not the end goal.
Whether it’s a menopause policy or a menopause action plan, the success of any initiative ultimately depends on how confidently managers can recognise issues, have supportive conversations and provide practical support. In other words, organisations don’t just need menopause documents. They need leaders with knowledge and understanding, who are equipped to support those experiencing menopause.
This World Menopause Day, ask yourself:
- Do we have a menopause policy?
- Do our managers understand and know how to apply it?
- Have they received awareness training and practical guidance?
- Would an employee feel comfortable raising the subject with their manager?
If the answer to any of these questions is no, there may be an opportunity to strengthen support and create a more inclusive workplace.
At Hunter Adams, we believe effective menopause support goes beyond policy. It requires knowledgeable, confident leaders who can have meaningful conversations and provide practical support when it matters most.
If you’d like support with a menopause policy in your organisation, get in touch with us today to arrange an informal chat about how we can work together – info@hunteradams.co.uk
