The template, action by action
For each action: GOV.UK’s description, what to write, the metrics its page suggests and a worked example. The examples are synthetic, written for a made-up retail and distribution business with 1,200 staff; rewrite them with your own facts.
Supporting employees experiencing menopause.
Manager training can help organisations support employees experiencing menopause.
When it fits. The aim of this action is to give managers the knowledge and skills they need to support employees experiencing menopause.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: Managers finishing the training; What managers learned, surveyed before and after the training; Employees’ view of the organisation’s approach to menopause, in staff surveys; Absence and retention of women in the relevant age groups, such as 40 to 60.
In our staff survey, many colleagues said they would not know whom to ask about menopause support. By September 2027 all 140 line managers will complete a 90-minute session on how menopause can affect work, the support we offer and how to hold a private conversation. We will count completions, survey managers before and after, and compare absence and retention of women aged 40 to 60 with this year’s baseline.
70 of 100 words. Synthetic example, new or in progress. Start from this example in the builder
Supporting employees experiencing menopause.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
When it fits. The aim of this action is to help employees manage menopause symptoms while they are at work.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: Employees’ awareness and understanding of the occupational health offer; Use of occupational health services, by age and sex; Absence and retention, particularly of women aged 40 to 60; Satisfaction with the support, from anonymous surveys or exit interviews.
Our occupational health service covers injuries at work but not menopause, and staff told us they did not know it existed. From March 2027 employees can book a confidential appointment with an occupational health adviser trained in menopause. We will track awareness of the service in our staff survey, its use by age and sex, absence and retention of women aged 40 to 60, and satisfaction from anonymous feedback.
69 of 100 words. Synthetic example, new or in progress. Start from this example in the builder
Supporting employees experiencing menopause.
Menopause support groups in your organisation can help provide peer support, information and guidance.
When it fits. The aim of this action is to improve the mental health and wellbeing of employees experiencing menopause.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: People who join the groups, and their regular feedback; Employees’ satisfaction with the menopause support you provide; Absence and retention, particularly of women aged 40 to 60; Employees’ understanding of menopause symptoms, in a survey.
Colleagues in stores told us they had nobody to talk to about menopause at work. We will set up a menopause network open to everyone, with monthly online sessions and a contact in each region, and invite colleagues with related conditions such as endometriosis. We will track how many people join and their feedback, ask in our staff survey whether the support helps, and compare absence and retention of women aged 40 to 60 with this year.
77 of 100 words. Synthetic example, new or in progress. Start from this example in the builder
Supporting employees experiencing menopause.
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
When it fits. The aim of this action is to provide employees experiencing menopause with workplace adjustments that meet their specific needs.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: Share of people using adjustments, by age and sex; Absence and retention, by age and sex; Feedback on how effective the adjustments are, from anonymous surveys or exit interviews.
Requests for adjustments are handled differently in each store, and some take months. From January 2027 one process will cover menopause adjustments such as flexible start times, rest breaks and uniform changes, with a reply within 10 working days and changes agreed in writing. We will track the share of staff using adjustments by age and sex, absence and retention, and feedback from anonymous surveys and exit interviews.
68 of 100 words. Synthetic example, new or in progress. Start from this example in the builder
Supporting employees experiencing menopause.
Menopause risk assessments can identify workplace adjustments to help support your employees’ wellbeing.
When it fits. The aim of this action is to consider the specific needs of employees experiencing menopause, which most women will go through at some point in their lives.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: People who use the assessments once they are available; Employee satisfaction with the assessment process and the changes made, in an anonymous survey; Absence rates and retention.
Our risk assessments do not consider menopause, and store uniforms and stockroom temperatures came up in focus groups. By June 2027 every site will add menopause to its risk assessment: temperature and ventilation, uniform fit and spares, rest areas, toilets and cold drinking water. We will track how many assessments are completed and acted on, survey staff on the changes, and compare absence and retention with this year’s baseline.
69 of 100 words. Synthetic example, new or in progress. Start from this example in the builder
Supporting employees experiencing menopause.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
When it fits. The aim of this action is to review your organisation’s current policies and procedures to find out if they are fit for purpose.
What to write, up to 100 words, if it is new or in progress:
- Why we chose this action: what we found in our data or heard from staff.
- How we will track it: the measure, who it covers and the baseline we compare with.
If it is already embedded, the text is optional: how you made it part of your working practice and the results.
Metrics the action page suggests: Absence and retention across age groups and sexes, such as women aged 40 to 60; Share of employees using flexible working or reasonable adjustments, by age group and sex; Use of the updated policies among women in that age group; Satisfaction with the support given, in anonymous surveys; Exit interviews with people in the target age group.
Our absence policy counts menopause-related absence towards formal stages, and we have no menopause policy. With a group of colleagues with lived experience, we will review our absence, flexible working and uniform policies and publish a menopause policy by September 2027. We will track absence and retention of women aged 40 to 60, the use of flexible working and adjustments by age and sex, and satisfaction in anonymous surveys.
69 of 100 words. Synthetic example, new or in progress. Start from this example in the builder