BS 30416: Menopause support as standard

Building a safe and inclusive workplace is vital for organisations of all sizes, and includes prioritising the needs of employees at all stages of their career.  

BSI has launched BS 30416, a standard developed to help organisations support employees experiencing menopause or menstruation, with the aim of retaining experienced workers.  

“In many cases, core working practices are still not far from those that were designed at a time when women were not equally represented or prioritised as employees,” explains Anne Hayes, BSI’s Director of Sectors. “Therefore, the needs of women and employees who are experiencing menopause symptoms may not be adequately addressed in today’s workforce, which can lead to them leaving their careers earlier than they may otherwise choose to.  

“BSI understands that diverse workplaces can offer organisations a series of potential benefits. At their core, policies such as [BS 30416] are about creating a culture of care. This sort of initiative can be important, not only for building trust in an engaged and productive workforce, but also for attracting and retaining the best talent – something that can be key to enhancing organisational innovation.” 

In the spotlight 

The subject of menopause has made plenty of headlines in recent years, with high-profile support from such as TV presenter Davina McCall, who has pushed the previously taboo topic into the national spotlight.  

A House of Commons Committee report, issued in July 2022, highlighted that women over 50 were the fastest-growing group in the workplace, with around 4.5 million women aged 50-64 currently in employment in the UK. The same report also noted that women are remaining in the workplace longer than ever before; in 1986, the average age of leaving the workplace was 60, but, by 2020, that age had increased to 64.3.  

“Menopause is a leading cause of women leaving the workforce, with estimates of up to 20% for those with more severe symptoms. This impacts not only those individuals, but also the organisations for which they work, which stand to lose some of their best and most experienced members of staff,” explains Hayes.  

With symptoms of menopause including hot flushes, dizziness, insomnia and muscle and joint stiffness, research by the Fawcett Society has revealed that one in 10 women who have worked during the menopause have left a job because of their symptoms. Eight out of 10 women also stated that their employer had not put in place a menopause absence policy, shared information or trained staff.  

“[This] standard was developed to help organisations identify misconceptions around menstruation and peri/menopause and the impact that the taboo surrounding them can have on workplace support,” Hayes says. “It makes a broad range of recommendations, which are all optional. This means that the standard can be applied in a bespoke and scalable way that can meet the specific needs of any organisation, regardless of their size, sector or unique circumstances.  

“Generally, the process of creating a new standard can take between two and three years, but considering the importance of the subject matter, the menopause standard was completed in just 11 months, having been commissioned in June 2022 and completed in May 2023.” 

“Providing better support could send a significant message to women that they are valued in the workplace. This could lead to real cultural change, which might see women leading fuller and longer careers, to the benefit of everyone.”

Anne Hayes, Director of Sectors, BSI 

Research and consultation 

Significant research and consultation went into the development of BS 30415, including input from large businesses, such as Morrisons supermarket and BT, and from representatives of Unison, the Federation of Small Businesses, the LGBT Foundation, the Institution of Occupational Safety and Health, the Daisy Network, and Endometriosis UK. There was also a period of public consultation.  

“BSI convened a panel of individuals and representatives from organisations with expertise in the areas of menstruation, menopause, human resources, diversity and inclusion, occupational health and safety, LGBT issues, disability issues, and legal issues across academia and business,” explains Hayes. “A wide range of expertise was sought to source insights and views that would be applicable to individuals in a variety of workplaces. 

“Following the panel consultation and development of initial ideas, the draft standard went through a public consultation, during which time the wider public was able to propose amendments before its final publication. BSI routinely opens up any new standard for public comment so that a wide range of people can contribute, with the ultimate aim of achieving as close to real consensus as possible.” 

Developing guidance 

So, how difficult was it to design and develop the guidance offered by BS 30415, when the experiences of menopause and menstruation can vary so widely?  

“Everyone who experiences menopause and menstruation does so in a distinct and individual way,” says Hayes. “Certainly, some will not encounter any challenge at work related to it. Others will make a positive choice to leave employment at or before menopause. Nevertheless, the data suggests thousands are leaving the workforce at this stage, contributing to significant productivity losses, robbing organisations of talented people, and removing mentors who can draw on their experience to support newer members of staff.  

“When the standard was developed, it was done so from a starting point that every organisation and every individual has unique and specific needs. This is why the standard includes a range of recommendations, which are all optional, allowing an organisation to select those that best apply to them and their people.” 

Positive impact 

Supporting employees to remain in the workplace can only be a positive thing for organisations, and BSI rightly hopes that BS 30415 will have a helpful impact on retaining older and more experienced staff.  

“Given that the standard is freely available, we hope that as many as possible will use it to consider and make appropriate adjustments to support those experiencing menopause. While menopause is only one factor impacting how women progress in their careers, it is an important one. Providing better support could send a significant message to women that they are valued in the workplace. This could lead to real cultural change, which might see women leading fuller and longer careers, to the benefit of everyone,” Hayes says.  

“It is our view that creating diverse and inclusive workplaces has the potential to make organisations more resilient, boosting their capacity to adapt and innovate. Encouraging and facilitating different perspectives in decision-making can lead to a working environment that promotes new insights and ideas.”