As workplaces evolve to become more inclusive and supportive of employees at all stages of life, the topic of menopause is gaining much-needed attention. OneFamily, a UK-based mutual, has taken proactive steps by introducing a menopause policy in 2024 as part of its broader commitment to diversity, equity, and inclusion. Its experience, combined with insights shared at the recent ICMIF HR Forum, highlights the opportunities and challenges organisations face when implementing menopause support.
Why menopause support matters in the workplace
Menopause affects half the population, yet it has traditionally been a silent issue in workplaces. Symptoms such as fatigue, brain fog, anxiety, and sleep disturbances can significantly impact performance, engagement, and well-being. Research in the UK has shown that many women feel forced to reduce their working hours or even leave their jobs due to menopause-related challenges.
OneFamily recognised that supporting employees through menopause is not just about well-being—it is also a key factor in retaining experienced talent, reducing absenteeism, and fostering an inclusive work environment. As a signatory of the Women in Finance Charter, which promotes gender balance in senior roles, OneFamily saw menopause support as a critical component of its broader diversity and leadership strategy.
OneFamily’s menopause policy: a holistic approach
Launched in July 2024, OneFamily’s menopause policy was designed to provide practical, flexible, and compassionate support. The key elements include:
- Education & awareness: The policy defines menopause, perimenopause, and postmenopause, providing medical context for both employees and managers.
- Flexible working options: Employees can request temporary or permanent changes to work hours, remote work, or flexible start times to accommodate symptoms like poor sleep or fatigue.
- Workplace adjustments: Practical measures include providing desk fans and offering quiet spaces for those needing a break.
- Manager support & guidance: Line managers are encouraged to have open conversations and seek HR support when needed.
- Sick leave considerations: While employees are not required to disclose menopause-related absences, the policy reassures them that support is available if needed.
- Well-being initiatives: OneFamily trialled Menopause Cafés, where employees can share experiences in an informal setting, and will be running more this year. It also expanded access to Employee Assistance Programmes (EAP) to provide additional support.
The rollout was accompanied by internal communications, awareness sessions, and engagement from senior leadership to normalise conversations about menopause in the workplace.
Published February 2025
Lessons from the ICMIF HR Forum: challenges & opportunities
The recent ICMIF HR Forum provided a platform for HR professionals across the mutual and cooperative insurance sector to discuss menopause in the workplace. While OneFamily’s policy served as a leading example, broader discussions revealed common themes across ICMIF members.
Challenges in implementing menopause support
- Lack of awareness and stigma: Many organisations reported that menopause remains a taboo subject, with employees hesitant to discuss their experiences openly.
- Manager training gaps: A key barrier is ensuring managers feel equipped to support employees, particularly in organisations without formal policies.
- Flexible working hesitancy: While many firms offer flexible work options, employees may be unaware they can use these to manage menopause symptoms.
- Benefits plan limitations: Some HR leaders are exploring whether health insurance should cover menopause-related treatments but face regulatory and cost barriers.
Best practices & practical steps
While some ICMIF members have formal menopause policies, others are just beginning to address the issue. The forum discussions highlighted several practical approaches for organisations at different stages of the journey:
- Start with awareness & education: Hosting menopause awareness sessions and encouraging open discussions can help normalise the topic.
- Leverage existing policies: Many organisations already have flexible working, mental health support, and well-being programmes. Positioning these as menopause-friendly can be an effective first step.
- Encourage peer support: Several organisations have introduced concepts like Menopause Cafés, where employees can discuss their experiences informally.
- Train managers gradually: Rather than requiring all managers to undergo training immediately, some firms are adopting an “as-needed” training approach, equipping HR to provide guidance when menopause-related cases arise.
- Engage leadership: Actively involving senior leadership in menopause initiatives can help foster greater employee engagement and acceptance.
Conclusion: a growing movement toward inclusive workplaces
OneFamily’s menopause policy is a strong example of how mutual and cooperative insurers can lead the way in supporting employees through different life stages. The discussions taking place in the HR Forum reinforced that while challenges remain, there is a growing recognition of the need for menopause-inclusive policies across the sector.
For ICMIF members, the key takeaway is that small steps—whether through education, informal discussions, or leveraging existing policies—can have a meaningful impact. As the workplace continues to evolve, fostering an inclusive culture that supports employees through menopause will be critical for retention, engagement, and long-term organisational success.
Next steps for ICMIF members
- Assess your current workplace practices—Do your employees feel comfortable discussing menopause?
- Consider launching a menopause awareness initiative—Even a simple internal webinar can start the conversation.
- Review existing policies for flexibility—Could flexible work arrangements be extended to support employees experiencing menopause symptoms?
- Share best practices with other ICMIF members—Collaborating on this topic can help organisations navigate challenges and implement effective support strategies.
About OneFamily
OneFamily is a UK based award winning mutual financial services organisation, providing products and services to help modern families thrive. With 49 years of experience, they provide affordable and accessible products to nearly 1.6 million customers. The organisation's vision, Inspiring Better Futures, is driven by doing the right thing for its members and customers, colleagues, and communities. Putting members first, thinking about their needs and improving the financial wellbeing of those who need it most is firmly built into OneFamily's values. Through charity partnerships, volunteering and fundraising it is able make a difference to those who need it most.
