The publication of ISO 45010:2026 marks an important step forward in how organisations support menstruation, menstrual health, perimenopause and menopause in the workplace.

Published in September 2026, ISO 45010:2026 – Occupational health and safety management — Menstruation and menopause in the workplace — Guidance is the world’s first international standard dedicated to this subject. Building on the foundations of the UK standard BS 30416:2023, it provides organisations with a practical, internationally agreed framework for creating healthier, more inclusive and supportive workplaces.

Read more as we explore what ISO 45010 covers, what it means for employers and the practical steps organisations can take to improve menopause support at work.

What does ISO 45010 mean for employers?

ISO 45010 encourages organisations to consider how work itself may affect people experiencing menstruation or menopause, rather than expecting individuals simply to manage their symptoms around existing working arrangements.

It is relevant to organisations of every size and sector, including senior leaders, managers, HR teams, health and safety professionals, occupational health providers and those responsible for workplace design, wellbeing, diversity and inclusion.

The guidance encourages organisations to consider areas including:

• The physical working environment and workplace facilities
• Organisational policies and procedures
• Job and work design
• Workplace culture, awareness and stigma
• Manager training and support
• Disclosure, confidentiality and privacy
• Inclusion and differing individual experiences
• Practical workplace adjustments
• Monitoring, evaluation and continual improvement

The standard also includes practical resources such as a manager toolkit, an internal review checklist and guidance around recruitment, culture change and workplace commitments.

Moving beyond a menopause policy

One of the most important messages within ISO 45010 is that effective menopause support cannot be delivered through a policy alone.

A policy can establish an organisation’s commitment, but employees also need managers who understand how to respond appropriately, safe and confidential ways to request support, and workplace arrangements that can adapt to individual needs.

This means menopause and menstrual health should be considered as part of wider health and safety management, workplace design, occupational health and people-management arrangements rather than treated solely as a standalone wellbeing initiative.

The aim should be to create a workplace where support is understood, accessible and applied consistently.

Is ISO 45010 a legal requirement?

ISO 45010 is a voluntary guidance standard. It does not introduce a new legal duty and is not a certification standard requiring organisations to demonstrate compliance with a set of mandatory requirements.

However, voluntary does not mean unimportant. The standard establishes a recognised benchmark for good practice and can help organisations demonstrate that they are taking a structured and informed approach to workplace health, wellbeing and inclusion.

In the UK, this sits alongside employers’ existing responsibilities under health and safety, equality and employment law. Depending on the circumstances, menopause-related symptoms may also be relevant to the Equality Act 2010, particularly where their effects meet the definition of a disability.

There is also an important change approaching for larger employers. Organisations with 250 or more employees can currently publish a voluntary action plan alongside their gender pay gap information. Subject to secondary legislation, these plans are expected to become mandatory from spring 2027 and will need to include action to support employees experiencing menopause.

The government’s recommended measures include manager training, workplace adjustments, menopause risk assessments, occupational health support and reviewing relevant policies and procedures.

ISO 45010 therefore provides a useful framework through which organisations can develop, strengthen and evidence these actions.

What practical support could employers consider?

There is no single adjustment that will be appropriate for everyone. Symptoms, job roles and working environments vary considerably, so support should be based on the individual, their work and the impact of their symptoms.

Depending on the circumstances, practical measures could include:

• Access to drinking water, suitable toilets and appropriate disposal facilities
• Improved temperature control, ventilation or access to cooler working areas
• Flexibility around breaks, working hours or work location
• Adjustments to uniforms or personal protective equipment
• Temporary changes to duties, workload or travel
• Support with fatigue, concentration, sleep disruption or psychological symptoms
• Fair absence and performance-management processes that consider individual circumstances

The important principle is that adjustments should be considered through an open conversation with the employee rather than relying on a standard list of solutions.

What should employers do now?

Organisations do not need to wait for a formal complaint, employee disclosure or new legislation before reviewing their approach.

A sensible starting point is to consider whether existing workplace arrangements genuinely provide employees with the support they may need.

Employers should consider:

• Reviewing existing health, safety, wellbeing, equality and absence arrangements
• Consulting employees to understand the barriers they experience
• Assessing relevant workplace risks and working conditions
• Providing managers with practical awareness and conversation training
• Establishing a clear and confidential process for requesting support
• Identifying appropriate workplace adjustments and sources of specialist advice
• Setting responsibilities, measures and review dates within an action plan
• Monitoring whether arrangements are understood, accessible and effective

These steps can help organisations identify gaps before they result in employees struggling unnecessarily or managers being unsure how to respond.

Turning guidance into action

ISO 45010 should not simply become another document placed on a shelf. Its real value lies in helping organisations turn good intentions into consistent, practical action.

That means looking beyond individual policies and considering how workplace design, job demands, management practices, occupational health and organisational culture work together.

By embedding menopause and menstrual health into everyday workplace management, organisations can create an environment where employees feel more comfortable asking for support and managers are better equipped to respond appropriately.

Build menopause awareness across your organisation

Creating a supportive workplace also depends on giving managers and employees the knowledge and confidence to understand menopause and its potential impact at work.

Our Menopause and the Workplace eLearning course helps organisations build awareness and understanding, reduce stigma and encourage more open conversations around menopause.

The course provides practical guidance on recognising the physical, cognitive and emotional symptoms of menopause, understanding how they can affect work and wellbeing, supporting colleagues, making appropriate workplace adjustments and helping managers approach conversations with greater confidence.

By improving awareness across the workforce, organisations can create a more inclusive culture where employees feel supported and able to access the help they need. It can also help employers turn the principles outlined within ISO 45010 into practical, everyday behaviours across the organisation. Find out more about Menopause and the Workplace and start your free trial today.