Promoting Wellness with an Inclusive Menopause Leave Policy Template

Menopause support is growing among employers, albeit slowly. In 2024, SHRM included menopause-specific support in its annual benefits survey for the first time since the survey was started in 1996. The SHRM survey revealed that 17% of employers provide some kind of menopause support, such as counseling and education, and 2% offer menopause or menstrual leave above what is already covered by regular sick time.

Meanwhile, employee enthusiasm for the benefit is high, as well: 64% percent of working women within menopause age ask for support and accommodations at work, according to a 2023 Bank of America report. If your organization is looking to implement a menopause leave policy, this template can provide a guide for how to get started. 

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Customize this policy template in the areas written in italics to conform this template to your organization’s own specific leave offering or other policies and procedures. 

Purpose/Objective

[Company Name] is committed to providing a supportive and inclusive workplace, and that includes eliminating stigma or discrimination associated with menopausal health. This Menopause Leave Policy is designed to offer employees leave for menopause-related health issues, ensuring their well-being and comfort.

Eligibility

All employees who menstruate, regardless of gender identity, are eligible for [paid/unpaid] menopause leave.

Leave Entitlement

• Regular full-time employees are entitled to [number] [paid/unpaid] menopause leave days or [number of hourly equivalent] hours per year. Part-time employees are entitled to [prorated number of days/hours] per year.
• Employees are immediately eligible for menopause leave as soon as they begin working for the company.
• Menopause leave can be taken as a half-day, full day, or [an increment of time consistent with your other forms of paid leave, e.g., increments of two hours], depending on the employee's needs.  
• Menopause leave days cannot be carried over from one year to the next.    

Flexible Work Arrangements

Eligible employees may also request flexible working hours or remote work arrangements to manage menopause symptoms. The company will make every effort to meet these requests, but does reserve the right to deny a flexible work arrangement due to business needs.   

Employees should contact their physician to discuss symptoms and treatment options. For more frequent absences, [Company Name] will review eligibility for job protections such as FMLA and ADA and state programs as applicable.

Procedure for Requesting Leave/Flexibility

If employees cannot report to work as scheduled, they must notify their supervisor or the HR department no later than their regular starting time.

The company reserves the right to require documentation from a health care professional to verify the need for menopause leave and/or authorizing the employee to return to work.

Employees are not obligated to disclose specific health details but are encouraged to communicate any relevant information that could help in accommodating their needs.

Confidentiality  

All information related to an employee’s menopause leave will be treated with strict confidentiality and will not be used against the employee in any manner. The company will handle any such information with discretion. 

Nondiscrimination

Utilizing menopause leave will not affect the employee’s usual benefits, rights, or employment status. This includes performance evaluations, promotions, or other performance metrics. [Company Name] forbids any retaliatory or adverse actions against employees for using their leave rights. Employees who feel they have been negatively affected should speak with HR. 

For questions or further information regarding this policy, please contact the HR department at [HR contact information].