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Menopause at Work Course
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The Menopause at Work Course covers menopause symptoms, workplace impacts, sensitive conversations, confidentiality, risk assessments, adjustments, management responsibilities and relevant UK law. Suitable for employees, managers, HR teams and workplace leaders, it provides practical guidance for supporting colleagues experiencing menopause while promoting dignity, inclusion, wellbeing and fair workplace practices.
Menopause at Work Course Summary
Course Name: Menopause at Work Course
Duration: 1 hour
Delivery: Online Training Course
Certificate Included: Instant Digital Certificate
Accreditation: CPD Accredited – 1 CPD Point
Suitable For: Employees, line managers, supervisors, HR professionals, wellbeing leads, occupational health teams and workplace leaders
Assessment: Online Multiple Choice Test
Access: Instant Access
Duration
1 hour
CPD Points
1
Last Updated:
30 Sep 2025
What is Menopause at Work training?
Menopause at Work training provides practical knowledge about menopause, perimenopause and the ways symptoms can affect people at work. Symptoms can be physical or psychological and may influence concentration, sleep, confidence, attendance, comfort and work performance.
The course explains common symptoms and explores how workplace culture can make it easier or harder for employees to discuss their needs. Learners consider sensitive conversations, confidentiality, workplace risk assessments, appropriate adjustments, performance management and menopause policies.
Managers also learn how their behaviour can influence whether employees feel comfortable seeking support.
The training supports good employment practice by helping organisations consider their responsibilities under health and safety and equality law, including circumstances where menopause symptoms may be connected with protected characteristics or meet the definition of disability under the Equality Act 2010.
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Who Is This Course For?
The Menopause at Work Course is suitable for employees at all levels and is particularly relevant to line managers, supervisors, team leaders, HR professionals, people managers, occupational health staff, wellbeing leads, equality, diversity and inclusion teams, menopause champions and senior managers responsible for workplace policies.
It is suitable across healthcare, social care, education, charities, local government, retail, hospitality, offices, professional services and other UK workplaces.
The course is valuable both for people experiencing menopause and colleagues who want to provide appropriate support. Menopause can affect women and other people who have a menstrual cycle, while colleagues and managers of any gender can benefit from understanding its workplace impact.
Key Benefits
✓ Recognise common menopause symptoms and how they may affect people at work
✓ Hold sensitive and respectful conversations about menopause with greater confidence
✓ Identify practical workplace adjustments that may help employees manage symptoms
✓ Understand confidentiality and appropriate manager responsibilities
✓ Support effective menopause risk assessments, policies and workplace practices
✓ Reduce the risk of unfair treatment, stigma and potential discrimination
Course Modules
- Menopause at Work – Course Introduction
- Menopause at Work
- Supporting Menopause at Work
- Talking About Menopause at Work
- Manager Behaviours
- What is Menopause?
- Symptoms of Menopause
- Your Role as a Manager
- Creating a Supportive Environment
- Starting the Conversation
- Approaching Sensitive Conversations
- Confidentiality
- Risk Assessments
- Appropriate Adjustments
- Common Symptoms and Adjustments
- Managing Performance
- Creating a Menopause Policy
- Appointing Menopause and Wellbeing Champions
- Menopause and the Law
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Learning Outcomes
| Learner Outcome                                                           | Covered |
|---|---|
| Define menopause and explain its potential impact in the workplace | ✓ |
| Identify common physical and psychological symptoms of menopause | ✓ |
| Recognise how menopause symptoms may affect wellbeing and work performance | ✓ |
| Identify barriers to discussing menopause at work | ✓ |
| Explain a manager’s role in supporting employees experiencing menopause | ✓ |
| Apply appropriate approaches to sensitive menopause conversations | ✓ |
| Explain the importance of confidentiality when discussing menopause | ✓ |
| Identify menopause-related workplace risks | ✓ |
| Identify appropriate workplace adjustments for common menopause symptoms | ✓ |
| Apply fair approaches when menopause affects attendance or performance | ✓ |
| Explain the purpose of a workplace menopause policy | ✓ |
| Describe the role of menopause and wellbeing champions | ✓ |
| Recognise how UK equality and health and safety law may apply to menopause | ✓ |
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What Our Learners Say?
“Clear, practical advice that helped me feel more confident supporting team members experiencing menopause.”
Sarah Mitchell
Registered Manager
“The examples around conversations and workplace adjustments were particularly useful for managing staff fairly and sensitively.”
Joanne Clark
HR Manager
“Informative without being overly complicated. I now understand what managers can practically do to support colleagues.”
Mark Evans
Team Leader
4.87/5 from 34+ learners
Why Is Menopause at Work training important?
Menopause symptoms can affect comfort, concentration, sleep, confidence, mental wellbeing, attendance and performance at work. The experience varies significantly between individuals, so managers need to avoid assumptions and consider each employee’s circumstances.
Effective Menopause at Work training helps managers recognise potential workplace barriers and respond appropriately through confidential conversations, risk assessment and suitable adjustments. Examples may include access to drinking water, toilet breaks, flexible working arrangements, changes to uniforms or duties, additional breaks and greater control over workplace temperature.
Training also supports professional competence by helping managers handle absence and performance issues fairly. Creating an informed workplace can reduce stigma, encourage earlier conversations and help organisations retain experienced employees while meeting equality, wellbeing and health and safety responsibilities.
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Is Menopause at Work training a legal requirement in the UK?
There is no general UK law requiring every employee or manager to complete a specific Menopause at Work training course. However, employers have legal responsibilities that can apply when supporting workers experiencing menopause symptoms.
Under the Equality Act 2010, menopause itself is not a separate protected characteristic. However, unfair treatment connected with menopause may potentially amount to discrimination relating to protected characteristics such as sex, age or disability. Where symptoms meet the legal definition of disability, employers may also have a duty to make reasonable adjustments.
The Health and Safety at Work etc. Act 1974 also places duties on employers regarding employees’ health, safety and welfare, supported by workplace risk-assessment requirements.
Training managers is therefore a practical way for employers to support consistent, informed and legally aware workplace practice.
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Menopause at Work training FAQ?
What is Menopause at Work training?
Menopause at Work training teaches employees and managers about menopause, common symptoms and the ways these can affect people in the workplace. It covers supportive conversations, confidentiality, risk assessments, workplace adjustments, performance management, menopause policies and relevant UK employment and equality considerations.
Who needs Menopause at Work training?
The training is particularly useful for line managers, supervisors, team leaders, HR professionals, occupational health staff, wellbeing leads, menopause champions and senior managers. Employees can also benefit because wider awareness can reduce stigma and make menopause easier to discuss openly and respectfully within the workplace.
Is Menopause at Work training a legal requirement?
There is no general legal requirement requiring UK workers to complete a named Menopause at Work training course. Employers do, however, have responsibilities under equality and health and safety legislation. Training can help managers understand these responsibilities and respond consistently when employees need menopause-related workplace support.
How long does the Menopause at Work Course take?
The Caredemy Menopause at Work Course takes approximately one hour to complete. It is delivered online, allowing learners to complete the training flexibly and revisit course content during their period of access. Successful completion of the course assessment provides an instant digital CPD-accredited certificate.
What workplace adjustments can help someone experiencing menopause?
Appropriate adjustments depend on the employee’s symptoms, role and workplace. Examples can include flexible start and finish times, additional breaks, access to a quiet rest area, home working where practical, changes to duties and greater control over temperature, such as access to ventilation or a fan. Adjustments should be discussed individually and reviewed as needs change.
Can menopause be considered a disability under the Equality Act 2010?
Menopause is not automatically a disability. However, menopause symptoms may meet the Equality Act 2010 definition of disability depending on their effect and duration. Where this applies, an employer can have a legal duty to make reasonable adjustments and must avoid unlawful disability discrimination.
How often should Menopause at Work training be refreshed?
There is no statutory refresher interval specifically prescribed for menopause training. Employers should determine refresher training according to organisational needs, staff responsibilities and changes in legislation, guidance or workplace policies. Refresher training may also be appropriate when someone takes on line-management, HR, wellbeing or occupational health responsibilities.
What should managers do when an employee raises menopause concerns?
Managers should listen sensitively, avoid assumptions and discuss privately how symptoms are affecting the employee at work. They should consider appropriate adjustments, maintain confidentiality, follow organisational procedures and arrange follow-up conversations. Any agreed workplace changes should be reviewed because symptoms and support needs can change throughout different stages of menopause.
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Menopause at Work Course
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- Bulk Discounts Available