Supporting Menstrual and Menopausal Health in the Workplace: Six Practical Steps for Employers

October is World Menopause Awareness Month, and the British Standards Institution (BSI) has published the Little Book of Menstruation, Menstrual Health and Menopause, offering practical insights into why it’s important to support women’s health in the workplace and how to tackle these issues.

BSI's The little book of menstruation, menstrual health and menopause

"Men play a key role in creating inclusive workplaces that support menstrual and menopausal health. This isn’t just a women’s issue—it affects business outcomes like productivity and retention. Men need to understand these challenges and foster environments where women feel supported and respected." Jose Hopkins, CEO and Founder, Simplify Climate.

As awareness of the impact of menstruation and menopause grows, more employers are recognising the importance of supporting their employees through these life stages. By making small but meaningful adjustments, organisations can foster a more inclusive environment.

Message from our subject matter expert - Marlou Cornelissen

“We live in a world designed around men and their 24-hour hormonal cycle; expecting people to show up consistently five days a week, eight hours a day. People with periods aren’t designed that way”

Period Reality website

In this blog, we summarise the six steps employers can take to support menstrual and menopausal health in the workplace, and the next steps organisations should follow to take meaningful action.

1. Tackle the Taboo One of the first steps is to normalise conversations about menstruation and menopause. Encourage open discussions and acknowledge the need for change. By doing this, employers can reduce the stigma surrounding these issues and help employees feel comfortable seeking the support they need.

   
   

2. Consider Practical Aspects of Work Ensure that your workplace is equipped with clean, well-maintained toilet and shower facilities. Gender-neutral toilets are also important to accommodate non-binary or trans employees. Additionally, practical measures like providing access to menstrual products, ventilation, local fans, heat packs, drinks, and snacks can help improve comfort.

   
   

3. Develop Policy Guidance and Best Practice It’s essential to integrate menstrual health and menopause into existing company policies. Organisations can refer to standards such as BS 30416, which offers a toolkit to guide the creation of inclusive best practices. This includes everything from recruitment to training and progression, ensuring that no one is disadvantaged due to their health.

   
   

4. Foster a Supportive Workplace Culture Creating a positive and open environment is key. Appoint a senior leader to advocate for menstrual and menopausal health, and set up employee networks to offer peer support. Regular check-ins with employees can help to address any concerns early on. Resources such as self-help tools should also be made available to all employees.

   
   

5. Rethink How Work Is Designed Flexibility is crucial when it comes to supporting employees who menstruate or are experiencing menopause. Flexible working hours, the option to work from home, and adjusted workloads can make a big difference to their well-being. Offering flexibility with breaks and tasks, such as allowing for split lunch breaks, can also be beneficial.

   
   

6. Ensure Inclusivity Every individual’s experience of menstrual and menopausal health is different, influenced by factors such as ethnicity, gender, disability, and neurodiversity. Organisations need to be mindful of these differences and ensure that their policies are inclusive. This includes considering the needs of neurodivergent individuals and ensuring that trans men, non-binary, and gender non-conforming employees are supported.

   
   

   Next steps for organisations

   Ready to take action? Here are five practical steps your organisation can follow to make immediate improvements:

   1. Download BS 30416 – This is a comprehensive guide for supporting menstrual and menopausal health in the workplace. Share it with key stakeholders to kickstart the process.

   2. Hold Focus Groups – Engage employees by holding internal focus groups to better understand their needs and any challenges they face regarding menstrual and menopausal health.

   3. Use Checklists – BS 30416 includes sample checklists to assess current practices and identify quick wins and areas needing improvement.

   4. Create a Communication Plan – Outline clear objectives, designate responsibilities, and set timescales for implementing changes. Regular communication will ensure that everyone is aligned and progress is tracked.

   5. Provide Training – Begin by training your HR team, then extend this to line managers and employees. Empower your staff to become advocates for menstrual and menopausal health.

Conclusion

By taking these steps, organisations can create a more inclusive and supportive environment, improving employee well-being, retention, and productivity.

How can we support you?

We can help you integrate women's health into the workplace. Vodafone, Diageo and Channel 4 are already doing it! 

Our approach follows BS 30416 - Menstruation, Menstrual Health and Menopause in the Workplace and Global reporting initiative (GRI) standards and we are supported by our subject matter expert Marlou Cornelissen from Period Reality.

Visit our website at www.simplifyclimate.co.uk or email help@simplifyclimate.co.uk, to schedule a discussion with our consultant Bindi Jacob.

By working with Simplify Climate you are directly supporting the Period Reality Charity to reach 1 billion people by 2030.

Source: The little book of menstruation, menstrual health and menopause (bsigroup.com)