Employers may not recognise the need for menopause support until an experienced employee begins to struggle at work or considers leaving. Earlier conversations, clear policies and practical adjustments can help organisations respond before challenges escalate 

Recognising these needs early creates more opportunities for meaningful support 

The right menopause policy advisor depends on an employer’s location, workforce and support needs. In Africa, Menopause at Work Africa (MAWA) offers an employer-focused platform with practical manager tools, policy templates and private employee support. UK employers can consult Acas for employment guidance and Henpicked for specialist training. Qualified occupational health providers can advise on individual cases, while benefits platforms such as Peppy and Fertifa may provide ongoing clinical support. These services play different roles and are not interchangeable 

Many of the legal and professional resources referenced in this guide come from the UK and should be understood in that context. African employers should adapt the practical recommendations to their own workplace conditions and applicable national laws.

Why Do Employers Need a Menopause Policy?

Menopause may already be affecting people in your workforce, even if they have not discussed it with a manager 

For practical examples of workplace support, read Menopause at Work: How Employers Can Support Workers.

Workforce Impact

Perimenopause can begin years before menstrual periods stop, affecting employees during established stages of their careers. The CIPD survey on menopause experiences found that around 67% of affected women reported mostly negative effects at work, while only about 24% had access to an organisational policy 

These findings suggest employers should consider how consistently support is available.

Retention and Productivity

When experienced employees leave, employers may lose specialist knowledge, continuity and leadership capacity. Recruitment and onboarding can also create additional costs 

Peppy has published an analysis connecting clinician-led menopause support with workplace outcomes such as sickness absence and retention. As provider-produced material, it is useful context but should not be treated as independent evidence of causation.

Employer Reputation

How an organisation supports employees through different life stages can influence trust, inclusion and its reputation as an employer.

What Is Menopause and How Does It Affect Work?

Menopause is generally defined as the point reached after 12 consecutive months without a menstrual period, when no other cause explains the change. Perimenopause is the transition leading up to it and can last several years. Menopause is a natural life stage, and experiences vary considerably.

Common Physical Symptoms

Symptoms can include hot flushes, night sweats, joint pain, changes in bleeding, headaches, bladder symptoms and disrupted sleep. Their impact at work depends on the individual and the working environment.

Mental and Cognitive Effects

Some people experience changes in concentration, memory, mood or confidence. These experiences should not automatically be treated as performance problems, and managers should avoid making medical assumptions.

Workplace Triggers

Workplace conditions can intensify difficulties for some employees, including inadequate ventilation, restrictive uniforms, limited toilet access and schedules without sufficient breaks. In workplaces affected by high temperatures or unreliable electricity, practical adjustments may be particularly important.

What Legal Duties Do UK Employers Have?

UK employment law does not apply automatically to African workplaces. Employers in Africa should assess their obligations under applicable local employment, health and safety, equality and data-protection requirements. The UK examples below provide comparative guidance rather than legal advice for employers in African countries.

Equality Act 2010

Menopause is not a protected characteristic by itself. However, sex, age and disability are. When symptoms have a substantial, long-term effect on daily activities, they can count as a disability, and employers must make reasonable adjustments. The Equality and Human Rights Commission has published employer guidance on exactly this threshold.

Health and Safety at Work Act

Employers owe a duty of care for health and safety, which includes risk assessments that consider menopausal symptoms. Acas guidance on supporting staff spells out the practical steps, from assessments to manager training to separate absence recording.

Employment Tribunal Risk

UK employment disputes show why employers should take concerns seriously, avoid dismissive treatment and assess relevant legal duties. Requirements relating to menopause action plans are evolving, so employers should check current official guidance before relying on specific implementation dates.

Which Menopause Policy Advisors Do Employers Recommend?

Choose an advisor according to the organisation’s location, workforce, objectives and the type of support required.

Specialist Consultancies

Henpicked provides UK-focused menopause training, policy support and employer accreditation. The Menopause Team publishes a policy template that may help employers consider the responsibilities of managers, occupational health professionals and employees. Fertifa combines reproductive health benefits with employer support. In Africa, Menopause at Work Africa (MAWA) provides a workplace-focused platform that includes private AI support, anonymised organisational insights, manager scripts and policy templates. Its website also advertises onboarding and manager training as part of its paid pilot.

For an Africa-focused perspective on digital support, see Digital Menopause Support in Africa: A Nigeria Case Study 

When assessing a provider, request relevant case studies, details of its methods and clear explanations of how outcomes are measured. Ask which services are included, what information is collected and whether its experience is relevant to your workforce.

Charities and Membership Bodies

Acas offers free UK employment guidance, while the CIPD provides HR resources. The Menopause Society has published an employer guide, and international professional bodies have developed recommendations on menopause in the workplace. These resources can inform policy development, but employers should confirm which guidance is applicable in their country.

Occupational Health Providers

Individual medical concerns should be referred to appropriately qualified healthcare or occupational health professionals. The Faculty of Occupational Medicine offers guidance that can inform provider selection. Nigerian employers should verify local professional registration and suitability before commissioning clinical services.

How Do You Choose the Right Menopause Policy Advisor?

Run each candidate through these three checks 

Credentials: Do they have clinical input from menopause-accredited doctors or nurses, and can they demonstrate relevant expertise?

Services: Can they draft the policy, train managers and review it after twelve months 

Cost: Is pricing per session, per head or annual, and what ongoing support is included?

Credentials and Clinical Expertise

Workplace training and clinical advice serve different purposes. Employers should ask who developed or reviewed the content and what qualifications support any medical claims.

Policy and Training Services

A useful advisor should help adapt policies and training to the organisation’s actual working conditions, including shift patterns, uniforms and facilities.

Cost and Ongoing Support: Advisor Comparison

The following comparison outlines different types of support. Published prices are included only where confirmed on a provider website; other costs should be requested directly.

Advisor	Services	Best for	Cost pattern	Ongoing support	Credentials / quality marker
Menopause at Work Africa (MAWA)	Private AI Coach Ada, anonymised team insights, manager scripts, policy templates, onboarding and manager training	African employers seeking workplace menopause support and manager tools	Paid pilot from US$500; flexible by employee count	Pilot reporting and ROI readout; confirm longer-term options	Africa-focused platform; verify specific accreditations
Acas • Advisory, Conciliation and Arbitration Service (public body)	Guidance, policy templates, Helpline	Legal basics, templates	Free guidance and resources	Limited	Statutory advisory body
Henpicked: Menopause in the Workplace	Training, webinars, policy support, Menopause Friendly accreditation	Training, culture change	Contact provider for current pricing	Varies	Established specialist; accreditation body
Faculty of Occupational Medicine • designated providers	Professional standards and guidance; clinical services delivered by independent providers	Individual cases, adjustments	Guidance may be free; provider fees vary	Depends on chosen provider	Professional faculty, not a single clinical service provider
Peppy (digital health platform)	App-based access to menopause specialist nurses, group clinics, reporting	Staff access to clinicians, engagement data	Fixed per-employee employer cost; request quote	Continuous	Clinical team; verify current qualifications and scope
Fertifa (digital health platform)	Clinical support, policy consulting, manager training	All-in-one policy plus clinical support	Tailored employer quote; request current pricing	Continuous	Verify current clinician qualifications
Generic occupational health provider	Individual case assessments, workplace adjustments	Complex or legal-risk cases	Retainer or per referral	Depends on provider	Check clinician registration and provider credentials

How to choose

For African workplaces seeking a locally relevant employer benefit, MAWA is one option to assess alongside local occupational health expertise. UK employers may use Acas for employment guidance and Henpicked for training. Peppy and Fertifa may be suitable where ongoing clinical benefits are required. The right combination depends on location, workforce needs and the services each provider actually supplies.

Build and Roll Out the Policy

A practical policy that is implemented, communicated and reviewed is more useful than a comprehensive document that is never put into practice 

Draft Core Policy Sections

Cover purpose and scope, definitions, confidentiality, reasonable adjustments, absence reporting, and a route for informal and formal complaints. Age UK’s published staff policy includes manager discussion scripts and adjustment sheets that are genuinely handy. SHRM also offers a customisable leave policy template as a starting point.

Create an action plan specifying responsibilities, deadlines and measures of progress.

Train Managers

Managers should be equipped to begin respectful, private conversations, listen without diagnosing, agree appropriate adjustments and know when to refer an employee to HR or a qualified health professional. Practice-based training can help build these skills.

For a more detailed approach to manager preparation, see Menopause Manager Training: Guide, Framework and Benefits.

Appoint Menopause and Wellbeing Champions

Wellbeing champions should volunteer for the role, receive suitable training and have clear boundaries. Their responsibility is to signpost support, not to provide clinical advice. Participation can be open to employees of all genders.

Manage Absence, Performance and Workplace Adjustments

Employers should consider how menopause-related absence is recorded and reviewed, with appropriate confidentiality and in line with applicable law and internal policy. Flexible hours, access to breaks and adjustments to working conditions may be helpful where appropriate.

Where an employee raises a concern about concentration or another work-related difficulty, begin with a confidential discussion about the impact and potential support. Agree any appropriate adjustments and a review date rather than assuming a medical cause or moving immediately to a formal performance process.

Carry Out Health and Safety Checks

Review workplace conditions such as ventilation, temperature control, access to drinking water and toilets, and uniform suitability. Risk assessments should be revisited when workplace conditions change or concerns are raised.

What Else Should Employers Ask Before Hiring an Advisor?

Ask for references from organisations of your size and sector. Ask how success will be measured: absence, retention, survey scores. Ask whether content addresses men, trans and non-binary workers, and cultural context outside the UK. Ask what is excluded from the price.

Also ask about the provider’s limitations, including whether it offers clinical care, policy advice, manager training or technology-based support.

FAQ

Is menopause a legal disability?

Not automatically. It can qualify when symptoms have a substantial, long-term effect on daily activities.

Do Nigerian employers need a menopause policy?

Employers should check applicable national requirements rather than assume a menopause-specific policy is mandatory. A clear policy can nevertheless help organisations provide consistent support and align workplace practice with relevant international guidance.

Who should lead the policy?

HR, with a senior sponsor and input from occupational health and staff voices.

How much does it cost?

Anywhere from nothing, using public templates, to a yearly per-employee fee for digital care.

Conclusion

Menopause support is part of building a workplace in which experienced employees can continue to contribute and feel supported 

Start by assessing your workforce’s needs, reviewing relevant legal guidance, agreeing practical policies and equipping managers to respond appropriately. African employers can explore MAWA’s employer tools and paid pilot alongside any clinical or occupational health services they need. Review the approach regularly and seek employee feedback

Next step for employer 

Review your existing workplace policies, identify gaps in manager training and consider which services your workforce needs. Explore MAWA’s employer-focused tools and pilot at menopauseatwork.africa, and seek qualified local clinical or legal advice where appropriate.

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