ISO 45010:2026: What Does the New Workplace Menopause Standard Mean for Employers?
A new international standard has been published that puts menstruation and menopause firmly on the workplace agenda.
On 7 September 2026, the International Organization for Standardization (ISO) published ISO 45010:2026 - Occupational health and safety management: Menstruation and menopause in the workplace - Guidance.
This is an important development for employers.
Rather than viewing menopause simply as an individual health issue, ISO 45010 recognises that the working environment, workplace culture and the way work is organised can all influence a person's experience of menopause.
So, what does this mean for organisations and their employees?
What is ISO 45010:2026?
ISO 45010 is an international guidance standard designed to help organisations develop workplace policies and practices that support workers experiencing menstruation and menopause.
It provides guidance on identifying:
- Workplace barriers that may make symptoms more difficult to manage
- Practical and reasonable workplace adjustments
- Support mechanisms for employees
- Ways to reduce stigma around menstrual and menopausal health
- Inclusive approaches to workplace policies and practices
- How workplace design and working conditions can affect employees
Importantly, ISO 45010 is guidance rather than a medical standard. It does not tell employers how menopause should be medically treated. Instead, it focuses on what organisations can do to create a workplace where employees can remain healthy, supported and able to work effectively.
Why does this matter?
Menopause affects millions of people of working age, yet many employees still feel uncomfortable discussing their symptoms at work.
Symptoms such as hot flushes, sleep disruption, fatigue, anxiety, difficulty concentrating, headaches, joint and muscle aches and heavy or irregular periods can affect someone's experience at work.
But the impact isn't necessarily caused by the symptoms alone.
For example, a hot office, restrictive uniform, lack of access to toilets, inflexible working hours or a workplace culture where talking about menopause feels embarrassing can make things considerably harder.
ISO 45010 recognises this relationship between the individual and their working environment.
An organisation therefore shouldn't simply ask:
"How can we help someone manage their menopause?"
It should also ask:
"Could the way we work be making their experience more difficult?"
That is a significant shift in thinking.
What areas does ISO 45010 cover?
The guidance can be applied across a wide range of workplace activities, including:
1. Workplace environment
Employers can consider whether the physical workplace is suitable for employees experiencing menstrual or menopausal symptoms.
This could include:
- Temperature and ventilation
- Access to drinking water
- Access to toilets
- Rest areas
- Workplace facilities
- Uniforms and personal protective equipment
- Ergonomic considerations
For someone experiencing hot flushes, for example, having some control over their immediate environment can make a meaningful difference.
2. Working arrangements
Organisations can consider whether flexibility could help employees manage symptoms while continuing to work effectively.
Depending on the role, this could include:
- Flexible start and finish times
- Hybrid or home working
- Additional or flexible breaks
- Adjustments to working patterns
- Appropriate rest facilities
The important principle is individualised support rather than a one-size-fits-all approach.
3. Policies and procedures
ISO 45010 encourages organisations to consider how existing workplace policies and procedures affect people experiencing menstruation and menopause.
This means menopause shouldn't necessarily sit in isolation as a single HR policy.
Instead, organisations can consider how it connects with areas such as:
- Health and safety
- Occupational health
- Flexible working
- Absence management
- Wellbeing
- Equality, diversity and inclusion
- Recruitment and retention
- Performance management
4. Workplace culture
Perhaps one of the most important elements is culture.
A policy is only useful if employees feel comfortable accessing the support available.
Organisations therefore need to consider whether employees feel safe talking about menstrual and menopausal health without fear of embarrassment, judgement or being treated differently.
This is where education and manager training become particularly important.
Managers don't need to become menopause experts or healthcare professionals.
They do need to know how to have an appropriate conversation, understand the potential impact of menopause at work and know where to signpost an employee for further support.
Menopause shouldn't be treated as a problem to be "fixed"
One of the most useful ways to think about ISO 45010 is that it isn't about creating a workplace where menopause is treated as a problem.
It is about creating a workplace where people aren't unnecessarily disadvantaged because of their health or life stage.
The standard recognises that appropriate workplace support can contribute to:
- Employee wellbeing
- Engagement
- Job satisfaction
- Retention
- A more inclusive workplace culture
- Reduced workplace barriers
It can also help organisations think about the financial impact of losing experienced employees unnecessarily through absence, reduced hours or leaving the organisation altogether.
How does ISO 45010 fit with the UK workplace landscape?
ISO 45010 arrives at an important time in the UK.
In 2026, the UK Government also introduced guidance for employers around supporting employees experiencing menopause, including recommendations around workplace adjustments, menopause risk assessments and occupational health support.
For organisations with 250 or more employees, employers can also publish a voluntary gender pay gap action plan. From April 2026, these plans can include actions relating to supporting employees experiencing menopause.
This means menopause is increasingly becoming part of a much broader conversation around:
health + safety + inclusion + employee experience + retention.
What should employers be doing now?
ISO 45010 isn't about creating a huge list of expensive initiatives.
In fact, the guidance can be adapted to organisations of different sizes, sectors and resources, including smaller organisations looking for cost-effective actions.
A good starting point is to ask:
1. Do our employees know where to go for menopause support?
2. Do our managers know how to have a sensitive conversation about menopause?
3. Do our workplace policies actually work for someone experiencing menopausal symptoms?
4. Could our physical environment be making symptoms harder to manage?
5. Do employees have access to appropriate workplace adjustments?
6. Do we offer access to occupational health or other appropriate support?
7. Are we creating a culture where people can talk about menopause without embarrassment or stigma?
8. Are we listening to employees about what they actually need?
These questions can provide a useful starting point for reviewing your current approach.
ISO 45010 isn't just about women
Although menopause is often discussed as a women's health issue, workplace menopause support benefits the wider workforce.
Partners, colleagues, managers and employees of all genders may be affected by menopause – whether personally or through supporting someone else.
Creating a workplace where conversations about health can happen openly and respectfully can therefore contribute to a healthier and more inclusive culture for everyone.
The key message for employers
ISO 45010:2026 is about more than having a menopause policy.
It encourages organisations to look at the bigger picture:
What is happening to the employee?
What is happening around the employee?
And what can the organisation reasonably do to remove unnecessary barriers?
For employers, this is an opportunity to move from simply having a menopause policy to developing a genuinely menopause-inclusive workplace.
And that means combining education, supportive management, appropriate workplace adjustments, good policies and a culture where employees feel able to ask for help.
At Clarity Menopause Coaching
At Clarity Menopause Coaching, I help organisations move beyond simply ticking the "menopause policy" box.
Through menopause awareness training, manager training and workplace support, I help organisations understand menopause, recognise the potential impact of the working environment and create practical strategies that support employees while meeting the needs of the business.
A menopause-inclusive workplace isn't about treating everyone differently. It's about making sure people aren't unnecessarily disadvantaged by something that is a normal part of life.