Menopause Policy checklist

Read the document to make sure it meets your needs. 

Remember that if you have any questions you can easily Ask a lawyer.

Simply having a Menopause Policy doesn’t mean you’ve complied with your legal obligations to ensure your workforce’s health and safety and to avoid discrimination. 

Make sure that you:

• only make commitments in the Policy that it can realistically meet

• implement the Menopause Policy

Make the Menopause Policy available to staff members by, for example: 

• including it in induction packs

• providing it in hard copy

• sending it out by email

• putting it on notice boards or publishing it on an intranet site or other easily accessible computer systems

The HR department should encourage all staff members to familiarise themselves with the Menopause Policy. A particular emphasis should be placed on managers to familiarise themselves with the  Policy to understand how they can support anyone they manage.

A copy of the Menopause Policy will be stored automatically in your Rocket Lawyer account ‘Dashboard’.

When the Menopause Policy is amended, keep a copy of each version of it that has been in force, a record of when it was introduced and how and when each version was made available to staff members.

This Menopause Policy is not a contract and does not need to be signed or agreed to by staff members. You can ask staff members to sign an acknowledgement to show that they received it, but it’s not legally required.