Employers should review health polices following ISO menopause and menstruation guidance

The publication of the new standard – ISO 45010:2026 – and related guidance provides organisations with a framework for developing supportive policies and practices and embedding menstrual and menopausal health considerations within broader occupational health and wellbeing strategies. The guidance is intended to be applicable across all organisations, regardless of size or sector, and can be adapted to individual business needs.

Natalie Walker, a health and safety law expert at Pinsent Masons, said: “The new standard reflects growing recognition that menstruation and menopause are workplace health issues that employers should actively address. The publication of ISO 45010 provides employers with a useful framework for considering whether their current policies, workplace practices and support mechanisms adequately address the needs of workers experiencing menstruation and menopause”.

"Employers are increasingly expected to take a proactive approach to supporting workforce health. This guidance offers practical measures organisations can consider to foster a more inclusive workplace while also helping to manage occupational health risks,” she said.

According to the ISO, the guidance is intended to help organisations develop workplace policies and practices that support workers' menstrual and menopausal health and experiences. It covers issues including workplace culture, job design, physical working environments, disclosure and privacy considerations, and workplace risk assessments. The standard also includes a manager toolkit and guidance on considering workplace adjustments.

The standard highlights the potential impact that unsupportive workplace environments can have on workers, including absenteeism, presenteeism, disengagement, reduced working hours and decisions to leave employment. The ISO said organisations that adopt supportive approaches can improve worker wellbeing, engagement and job satisfaction while supporting workforce attraction and retention.

Walker said: "A sensible starting point will be for employers to review their risk assessments, wellbeing policies and manager training to identify whether there are gaps in the support currently available.”

"Organisations should consider whether managers are equipped to have appropriate conversations about health issues, whether workplace adjustments can be made where necessary, and whether employees feel able to raise concerns in a supportive and confidential environment."

The publication comes as workplace ill health continues to be a significant challenge for employers. Latest figures published by the UK’s Health and Safety Executive (HSE) show that 1.9 million workers were suffering from work-related ill health in 2024-25, including 964,000 affected by work-related stress, depression or anxiety. The HSE has also reported that the rate of self-reported work-related stress, depression or anxiety was statistically significantly higher in 2024-25 than in the previous year.

The UK government has also emphasised the role employers can play in improving workforce health. In its Keep Britain Working review, the government said employers are "uniquely placed" to prevent health issues from escalating through early conversations, workplace adjustments, timely support and greater flexibility. The review concluded that employers should take a leading role in improving workplace health outcomes.

Walker said: "Supporting employees through menstruation and menopause should not be viewed solely as a diversity and inclusion issue. There are clear occupational health, workforce wellbeing and business benefits associated with creating a supportive working environment."

"Workplaces that reduce stigma, encourage open conversations and provide practical support are likely to see benefits in areas such as employee engagement, retention and productivity. At a time when both government and regulators are placing increased emphasis on preventing workplace ill health, employers should consider how the recommendations in ISO 45010 can be incorporated into their wider people and health strategies."

Although the guidance does not extend to andropause – the so-called ‘male menopause’ triggered by an age-related decline in testosterone levels – many of its recommendations around awareness, flexibility, supportive management and reducing stigma may have broader application across workplace health initiatives