Purpose and Scope
This guidance supports BrisDoc’s inclusive culture and commitment to wellbeing by addressing the impact of menopause and menstrual health at work. It ensures alignment with BrisDoc’s Sickness Management and Wellbeing Support Policy, Flexible Working Policy and Reasonable Adjustments Guidance, and relevant legal frameworks including the Equality Act 2010.
Creating a Menopause and Menstruation-Friendly Organisation
BrisDoc is proud to be a menopause and menstruation-friendly organisation, committed to breaking the stigma and creating a workplace where colleagues feel supported, informed, and empowered at every stage of life. We actively promote awareness, provide tailored support, and foster open conversations to ensure that menopause and menstruation are understood and normalised across our teams.
Perimenopause and menopause in the workplace
Perimenopause is the transitional period before menopause, characterised by fluctuating hormone levels and menstrual cycle changes, while menopause is defined as the absence of menstruation for 12 consecutive months. Perimenopause can last for several years, with symptoms including
- irregular periods
- hot flashes
- mood changes
whereas menopause marks the end of a woman’s* reproductive years.
Menopause symptoms can significantly impact women* at work. Common symptoms include
- hot flushes
- night sweats
- sleep disturbances
- mood changes (anxiety, depression, irritability)
- fatigue
- cognitive issues like brain fog and difficulty concentrating
These symptoms can lead to reduced productivity, increased stress, and challenges in maintaining effective communication and teamwork.
It also impacts not only women but also their partners, families, and workplaces. Understanding the physical and emotional changes associated with menopause is crucial for providing effective support. Every colleague can play a vital role by educating themselves about the process, offering practical help, and being patient and understanding.
*Gender Diversity
While commonly associated with cisgender women, menopause can also affect transgender men, non-binary individuals, and intersex individuals.
Menstrual Health Conditions
BrisDoc recognises a broad range of menstrual health issues that may affect co-owners’ wellbeing, attendance, and performance at work. These include but are not limited to:
Common Conditions
- Endometriosis – A chronic condition where tissue similar to the womb lining grows outside the uterus, causing severe pain, fatigue, and heavy bleeding.
- Polycystic Ovary Syndrome (PCOS) – A hormonal disorder that can cause irregular periods, fatigue, and mood changes.
- Premenstrual Dysphoric Disorder (PMDD) – A severe form of premenstrual syndrome (PMS) with intense emotional and physical symptoms.
- Heavy Menstrual Bleeding (Menorrhagia) – Excessive or prolonged bleeding which can lead to anaemia, fatigue, and difficulty managing daily tasks.
Symptoms of these conditions may overlap with menopausal symptoms and can impact attendance, concentration, and comfort. These may also co-exist with other conditions or intersect with protected characteristics such as disability, gender identity, or age, requiring a tailored and empathetic response.
Legal Context
Employment Rights Bill 2025
The Employment Rights Bill 2025 requires employers to make reasonable adjustments and provide appropriate support for employees experiencing menopause-related symptoms. This includes fostering an inclusive workplace culture, reviewing policies, and ensuring managers are trained to respond sensitively and effectively.
BrisDoc is legally and ethically committed to:
- Making reasonable adjustments (as per our Reasonable Adjustments Guidance)
- Preventing discrimination or harassment
- Providing consistent, compassionate sickness management
Disability
Although menopause and menstruation are not protected characteristics in themselves, the symptoms may amount to a disability under the Equality Act 2010 if they have a substantial and long-term impact on daily life.
Pregnancy and Maternity
Matters related to pregnancy and maternity are separately covered under the Sickness Management and Wellbeing Support Policy and the Maternity Policy available on Radar.
Gender Pay Gap Reporting
Employers required to report gender pay gap data will also need to include action plans on supporting those experiencing menopause.
Reasonable Adjustments
BrisDoc’s Reasonable Adjustments Guidance outlines how to request, assess, and implement changes that reduce disadvantage at work. This includes:
- Adjusted duties or schedules
- Ergonomic or comfort-enhancing resources and facilities (e.g. access to fans or private rest spaces)
- Temporary changes in work location flexible working
- Uniform adjustments
- Disability considerations if impact an employee’s ability to perform daily tasks is significant
- Use of Attendance Support Plans or Wellness Action Plans
All conversations about adjustments should be recorded using ‘badges’ on RotaMaster and supported by the People Team. See the Reasonable Adjustments Guidance for more information.
Learning and Awareness
To promote understanding and reduce stigma, BrisDoc offers Menopause Awareness eLearning, available via the Development Hub. This module is recommended for all co-owners (and especially managers) and is designed to build confidence in discussing menopause-related issues and providing appropriate support.
Further learning on equity, diversity, and wellbeing is available through the internal Learning & OD programme.
Support for Co-Owners
Co-owners experiencing menopausal or menstrual health symptoms can:
- Notify their manager if they require support or adjustments
- Submit a Wellbeing Request for Support form on the Wellbeing Hub
- Access our 24/7 Employee Assistance Programme (EAP) via Radar
- Request a referral to Occupational Health
- Co-develop a Wellness Action Plan with their manager – you can find this by searching on Radar
Sickness Absence
Hormonal health-related absences are treated sensitively and fairly in line with BrisDoc’s policies. Where symptoms are classed as a disability, appropriate legal protections and adjustments will be applied.
All co-owners must:
- Record absence appropriately through RotaMaster under category 09 – Menstrual, Genito-Urinary
- Provide certification where required
- Engage in Wellbeing Check-Ins and Supportive Return Conversations
Pregnancy- and maternity-related absences are excluded from absence thresholds and are covered under our Maternity Policy.
Advice for Managers
- Use the Wellbeing Toolkit and guidance on Radar
- Conduct supportive, private discussions
- Refer complex cases to Occupational Health
- Avoid assumptions about performance or attendance
- Support and arrange Reasonable Adjustments if the team member’s symptoms constitute a disability and document all actions
- Engage in open, non-assumptive conversations, and consider how factors like race, disability, age, and caring responsibilities may shape an individual’s experience and support needs
Resources
Internal
- Wellbeing Hub on Radar – Forms, guidance, and EAP access
- EAP (24/7) – Confidential support for emotional or practical issues
- People Team – workforcesupport@brisdoc.org
- Occupational Health & Counselling
External