oSIST ISO/DIS 45010:2025

SLOVENSKI STANDARD
01-september-2025
Sistem vodenja varnosti in zdravja pri delu - Menstruacija, menstrualno zdravje in
menopavza na delovnem mestu - Napotki
Occupational health and safety management – Menstruation, menstrual health and
menopause in the workplace – Guidance
Titre manque
Ta slovenski standard je istoveten z: ISO/DIS 45010
ICS:
03.100.30 Vodenje ljudi Management of human
resources
13.100 Varnost pri delu. Industrijska Occupational safety.
higiena Industrial hygiene
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.

DRAFT
International
Standard
ISO/DIS 45010
ISO/TC 283
Occupational health and safety
Secretariat: BSI
management – Menstruation,
Voting begins on:
menstrual health and menopause in
2025-08-04
the workplace – Guidance
Voting terminates on:
ICS: 13.100; 03.100.30
2025-10-27
THIS DOCUMENT IS A DRAFT CIRCULATED
FOR COMMENTS AND APPROVAL. IT
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Reference number
DRAFT
International
Standard
ISO/DIS 45010
ISO/TC 283
Occupational health and safety
Secretariat: BSI
management – Menstruation,
Voting begins on:
menstrual health and menopause in
the workplace – Guidance
Voting terminates on:
ICS: 13.100; 03.100.30
THIS DOCUMENT IS A DRAFT CIRCULATED
FOR COMMENTS AND APPROVAL. IT
IS THEREFORE SUBJECT TO CHANGE
AND MAY NOT BE REFERRED TO AS AN
INTERNATIONAL STANDARD UNTIL
PUBLISHED AS SUCH.
IN ADDITION TO THEIR EVALUATION AS
BEING ACCEPTABLE FOR INDUSTRIAL,
© ISO 2025
TECHNOLOGICAL, COMMERCIAL AND
USER PURPOSES, DRAFT INTERNATIONAL
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Published in Switzerland Reference number
ii
Contents Page
Foreword .iv
Introduction .v
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Introduction to menstruation, menstrual health and menopause at work . 3
5 Practical actions . 6
5.1 General .6
5.2 Physical aspects of work .7
5.2.1 General .7
5.2.2 Recommendations on physical aspects of work.7
5.3 Policy guidance and practice .8
5.3.1 General .8
5.3.2 Policy-related recommendations .8
5.4 Supportive workplace cultures .9
5.4.1 General .9
5.4.2 Supportive workplace culture recommendations .10
5.5 Work design .11
5.5.1 General .11
5.5.2 Work design recommendations .11
5.6 Disclosure and privacy relating to menstruation and menopause at work . 12
5.6.1 General . 12
5.6.2 Disclosure and privacy recommendations . 12
5.7 Inclusivity in menstrual health and menopause at work . 13
5.7.1 General . 13
5.7.2 Inclusivity recommendations . 13
5.8 Considerations for small and medium-sized enterprises (SMEs) .14
5.8.1 General .14
5.8.2 SMEs recommendations .14
5.9 Evaluation and metrics . 15
5.9.1 General . 15
5.9.2 Evaluation and metrics recommendations . 15
Annex A (informative) Further information on menstrual and menopausal health . 17
Annex B (informative) Manager toolkit .24
Annex C (informative) Sample internal review checklist based on recommendations from this
guide .31
Annex D (informative) Recruitment considerations and ideas to reduce barriers .34
Annex E (informative) Initiatives to facilitate culture change around menopause, menstruation
and menstrual health at work .36
Annex F (informative) Workplace Charter Proforma for Supporting Menopause, Menstruation
and Menstrual Health at Work .40
Bibliography .44

iii
Foreword
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iv
Introduction
0.1  General
This document can assist organizations in developing and embedding supportive structures, policies and
practices for menstruation, menstrual health, and menopause, and promote inclusive workplaces. The
practical workplace adjustments and activities recommended here complement good practice in workplace
wellbeing and occupational health and safety (ISO 45001) and gender inclusion in the workplace (ISO 53800).
Menstruation, menstrual health and menopause are not medical conditions but life course experiences (See
A.1 & A.2). For many workers, the experience of menstrual health and menopause is managed independently
and privately without the need for additional support by organizations. However, organizations can
introduce adjustments, supportive mechanisms and policies that reduce stigma and make a significant and
positive difference to workers.
Providing a supportive and inclusive workplace environment around menstruation and menopause can
have significant positive effects for worker engagement, job satisfaction and a more inclusive and culturally
safe workplace environment for all. A lack of knowledge, understanding or support for menstrual health
or menopause and associated symptoms can lead to challenges including presenteeism, absenteeism,
disengagement and additional or increased turnover costs.
Recommendations can assist employers and organizations, supervisors, human resources (HR), occupational
health and safety (OH&S) professionals, onsite healthcare professionals, wellbeing and diversity and
inclusion (D&I) practitioners, and architects and interior designers responsible for work space construction
and refurbishment. It can also support those workers who are responsible for managing individuals’
performances, workloads, wellbeing or work environments.
NOTE 1 In this document the term ‘menopause transition’ is used to refer to the experiences of pre- post- and
menopause transition. See 3.0.
NOTE 2 Further information on menstruation, menstrual health and menopause can be found in Annex A.
NOTE 3 See also ISO 25551 for guidance on generating a carer-inclusive workplace and ISO 25550 for guidance on
generating an age-inclusive work environment.
NOTE 4 While the document does not consider andropause in the workplace, many recommendations here can also
support workers experiencing andropause. Refer to Clause 3.1 for the definition.
0.2  Why start addressing this topic now?
By 2030, over 1.2 billion women worldwide will be menopausal or post-menopausal, meaning a significant
number of workers are or will experience menstruation and menopause while in the workplace. While
gender parity in labour force participation varies across different economies, it is often the case that women
are often expected to fit into modes of working and cultural expectations that were historically designed
at a time when women were not equally represented or prioritized as workers. Symptoms associated with
menstruation and menopause can also coincide with significant life challenges and responsibilities, and
research has shown that stress and symptoms associated with menopause are inextricably linked. For
example, symptoms associated with menstruation and menopause might occur when workers are also
dealing with stressors such as other health conditions; fertility issues; managing childcare and care for older
parents; children leaving home; financial constraints; relationship breakdown or other significant life events.
Promoting and supporting the health of workers brings multiple benefits to organizations, reducing
occupational risks and absences. It can increase reputation through attracting a workforce that want to work
in organizations that are inclusive, supportive of worker health and wellbeing, and free from deliberately or
accidentally discriminating against different groups.
There are other financial reasons for taking into account menstrual and menopausal health in the workplace.
There are direct financial costs associated with the recruitment and training of new staff to replace those
who have left. There are also indirect costs due to the loss of talent, knowledge and experience within the
organization.
v
Workers can experience menstrual health or menopause symptoms which can impact their ability to
perform effectively at work, and can cause them to leave an unsupportive work environment. There is a
possibility that other workers choose to be underemployed or work fewer hours.
Implementing good practice around supporting menstruation, menstrual health and menopause in the
workforce benefits organizations by:
a) increasing worker engagement;
b) improving the health and wellbeing of workers and boosting their healthy working life expectancy
c) improving leadership cultures by generating more awareness amongst all managers; and
d) improving diversity and inclusion objectives by preventing high turnover in organizations due to
inadequate, unsupportive or inflexible working conditions.
e) attract a diverse workforce, increasing worker retention, and reducing the costs of attrition, recruitment
and training;
f) helping to comply with occupational health expectations from suppliers and buyers
0.3  Questions which this document can help to address
Table 1 identifies clauses which address key areas around menstruation, menstrual health and menopause.
Table 1 — Frequently Asked questions that this document addresses
Question Clause
I have a workforce who are located in different or high-risk physical environments. What 5.3
design changes should I consider to support menstruation and menopause? 5.5
B.3
I am recruiting new workers. How can I remove barriers in the recruitment process for Annex D
those who menstruate or are experiencing menopause?
I want to introduce or update a menstruation and menopause policy. What key factors 5.3
should I consider?
5.4
I run a small organization with limited resources. What cost-effective but impactful steps 5.8
can I take to support workers experiencing menstruation and menopause at work?
I am a supervisor. How can I support workers experiencing menstruation and menopause in 5.3
my workplace?
Annex B
My workforce is diverse. Do different minority ethnic or underrepresented groups experi- 5.7
ence menstruation and menopause at work differently? Annex A
I want my organization’s menstruation and menopause policies and practices to be gender 5.4
inclusive. How can my organization support trans and non-binary workers? 5.7

vi
DRAFT International Standard ISO/DIS 45010:2025(en)
Occupational health and safety management – Menstruation,
menstrual health and menopause in the workplace –
Guidance
1 Scope
This document gives guidance to organizations on developing policies and practices that are supportive of
the menstrual and menopausal health and menopausal experiences of workers in the workplace.
The document does not cover medical guidance or clinical options outside of the workplace. However, it does
include reference to qualified sources where such information is available.
The document is useful to managers, as well as human resources (HR), occupational health and safety
(OH&S), wellbeing and diversity and inclusion (D&I) practitioners, and architects and interior designers
undertaking work space construction or refurbishments. It is for those workers who are responsible for
managing individuals’ performances, workloads, wellbeing or work environments.
NOTE 1 The recommendations are applicable to all sectors, worker demographics, and small and large
organizations, and can be adapted to individual business needs.
NOTE 2 This document does not consider andropause.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
For the purposes of this document, the following terms and definitions apply.
ISO and IEC maintain terminology databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at https:// www .electropedia .org/
3.1
andropause
health experience associated with decreasing levels of testosterone
Note 1 to entry: Andropause has different hormonal patterns, physiological change processes and cultural perceptions
to menopause.
3.2
menstruation
the cyclical shedding of blood and tissue from the uterus and out through the vagina when fertilization of
the egg has not occurred
Note 1 to entry: It usually takes 4-5 days for shedding to take place.

3.3
menstrual cycle
hormonal cycle that prepares the uterus for pregnancy and triggers menstruation, beginning on the first
day of one period and ending when the next period starts
Note 1 to entry: Menstruation occurs approximately every 28/29 days, with variations in cycle length from 21 to 35
days considered ‘normal’.
3.4
period
commonly used term for the days of menstrual bleeding within each menstrual cycle
Note 1 to entry: The first period is called menarche and the last period occurs during menopause transition.
3.5
menstrual health
menstrual health is concerned with achieving physical, mental, and social well-being related to the
menstrual cycle
Note 1 to entry: Menstrual health can include adequate access to menstrual health education, menstrual products and
freedom from stigma and discrimination.
3.6
menopause
the time of life associated with the permanent cessation of the menses (period)
Note 1 to entry: Throughout this document the everyday use of the term “menopause” often refers to the entire
duration of menopause transition, unlike the medical definition, which differentiates between perimenopause (the
time before menopause when symptoms begin to occur), menopause (the moment in time traditionally marked by the
year anniversary of a person’s final period) and post-menopause (the time after menopause when symptoms can be
still present).
Note 2 to entry: Menopause usually happens between the ages of 45 and 55. Lifestyle, ethnicity and genetics have an
impact on the average age. While not common, menopause can occur earlier.
Note 3 to entry: Symptoms can vary in frequency and severity and often change over the course of the menopausal,
lasting anywhere for a few months or for several years.
Note 4 to entry: Medical menopause can occur earlier, for example due to surgery, chemotherapy or hormonal
1)
treatments. The WHO Fact Sheet can be reviewed for medical information.
3.7
perimenopause
time leading up to menopause during which noticeable changes are experienced
Note 1 to entry: A sub-stage of menopause in which hormones begin to fluctuate and symptoms (including irregular
menstruation, joint pain, changes in body temperatures, and sleep disturbances) can occur.
Note 2 to entry: This stage continues until menstruation has ceased for 12 consecutive months. Symptoms of
perimenopause can start several years before menopause. Symptoms can vary in frequency and severity and often
change over the course of menopause.
3.8
postmenopause
time after menopause
1) Available at https:// www .who .int/ news -room/ fact -sheets/ detail/ menopause #: ~: text = This %20means %20that
%20the %20ovaries ,55 %20years %20for %20women %20worldwide.

3.9
menstruation or menopause advocate
an appropriately trained person appointed by an organization or worker representative group (such as a
trade union) who is trained to represent and support workers with menstrual and menopausal needs
Note 1 to entry: The terms “champion”, “ambassador” and “mentor” are also used to refer to this role.
3.10
intersectionality
interconnected nature of a person’s combined social and political identities
Note 1 to entry: Intersectionality recognizes that certain characteristics overlap to increase oppression, limit
opportunity and reinforce inequality. Examples of characteristics include age, sex, race, ethnicity, sexual orientation,
gender identity, religion, disability, neurodivergence, class, socio-economic background, and geographical location (in
terms of access to medical support). All of these aspects can have an impact on the experience of menstrual health and
menopause. Therefore, there is no one, singular experience.
3.11
non-binary
individuals who do not identify their gender as man or woman
3.12
symptoms
An indicator of a condition or illness
Note 1 to entry: This document uses the term “symptoms” to recognize that, even though menstruation and menopause
are not medical illnesses, some find that these changes or cyclical experiences have an impact on their quality of life.
It is important to recognize that some symptoms associated with menstruation and menopause can be caused by an
underlying medical condition (see Annex A).
3.13
transgender
person whose gender identity differs in some way from the sex they were assigned at birth
Note 1 to entry: Also referred to by shorthand trans, this umbrella term can include trans men, trans women, non-
binary people, gender questioning and gender-fluid people.
4 Introduction to menstruation, menstrual health and menopause at work
Menstruation and menopause are common and healthy biological processes; however, there is still a social
stigma around them, and the topics are frequently avoided and concealed within society. This can cause
some workers to struggle in silence. However, workplace cultures where menstrual health and menopause
are openly discussed enable workers and organizations to work collaboratively to identify appropriate
support or adjustments that enable workers to perform at their best.
Understandings of menstruation, menstrual health and menopause are often complex, culturally bound and
subject to stigma. This can result in workers feeling ashamed to discuss, or apprehensive about discussing, in
organizations. Menstruation and menopause are also subject to a number of misconceptions (see Annex F).
Menstruation and menopause are unique to each worker in terms of the experience of symptoms and their
frequency and severity, which can change over a worker’s life or journey through menopause, which can
happen over several years. Furthermore, diverse needs and experiences of menstruation and menopause
linked to ethnicity, religion, sexual orientation, gender identity and neurodivergence are often neglected
(see Appendix A.3).
References to menstruation, menstrual health and menopause in the workplace are uncommon. When
they do appear, they often take the form of discussions, conversations or policies that highlight severe and
negative physical, emotional and psychological symptoms. This focus can shape broader attitudes and
behaviours that reinforce the stigma that menstruation is always problematic and that menopause is a
negative, isolating experience.

Menstruation, menstrual health and menopause and work can affect each other in positive and negative
ways. Symptoms can impact how workers experience work and under certain conditions can influence
worker engagement and turnover. In addition, workplace environments such as the type of the work, job
demands, and perceptions of managerial support can impact the experience of symptom frequency and
severity.
There are simple adjustments which can help workers to be more comfortable when experiencing discomfort
while working. Clause 5 gives guidance on potential adjustments, practical actions and support options.
Organizations might already have some support mechanisms in place that can be sensitized to include
references to menstrual health and menopause.
When workers need support at work, managers should be advised to seek guidance from their HR or OH&S
practitioner or a trained menstruation and menopause advocate as appropriate, and/or be provided with
resources from professional and reputable external providers. Annex B provides a toolkit to support HR and
managers.
In those cases where symptoms are severe enough to disrupt someone’s working life and are not alleviated
by self-help interventions, an underlying condition might be the cause. Workers with underlying or severe
ongoing symptoms are likely to require medical advice and the organization can be supportive in this
process. If a medical condition is causing severe symptoms, the worker should receive support in line
with other long-term medical conditions. It is important to understand that a period or menopause where
there is an underlying health condition should not be dismissed as “a bad period” or “a bad menopause”.
Additional support might prove necessary where a worker has a medical condition which is exacerbating
their menstrual or menopausal symptoms.
Aside from workers potentially concealing their discomfort, some might not realize their symptoms could
be helped by medical intervention and that they might be signs of an underlying condition.
NOTE 2 Some medical conditions involve a lack of menstruation, which might cause a worker to lack awareness
regarding their own menopause status. However, they might still be experiencing symptoms of menopause. Annex A
provides additional information on health-related aspects of menstruation and menopause.
The flowchart in Figure 1 can assist organizations to review what support is already available or can be
improved upon for workers who are experiencing symptoms.

Figure 1 — Considerations flowchart
Organizations should also be aware that stressors in the workplace environment, often relating to
specific job roles and/or workplace cultures, can provoke or worsen symptoms. Possible stressors
include an accumulation of occupational psychosocial stress, experiencing gender, racial or other forms of
discrimination, being bullied, and pre-existing medical conditions such as a back or repetitive strain injury.
Workers can experience a combination of different stressors. Workers who are navigating new job roles,

promotions and/or decision-making responsibilities might experience additional challenges. Being proactive
in identifying areas of risk and opportunity and introducing remedial actions that are worker-centric and
holistic are likely to result in better work environments for all.
It is important that organizations recognize that menopause can have an impact on workers in all roles and
levels of work. Organizations should avoid making assumptions about the experience and, in particular, the
age at which menopause might be experienced.
5 Practical actions
5.1 General
There are many ways in which an organization can implement changes to support its workers. This clause
provides ideas on potential workplace considerations, including considerations particularly relevant to
small and medium sized enterprises (SME’s) in 5.7.
Practical actions range from workplace environmental and physical factors to flexible work design and
creating a positive inclusive culture promotes awareness of menstrual health and then menopause.
Adjustments and actions should be embedded within existing systems and processes that attend to worker
health and wellbeing.
Guidance can be found in the following subclauses and Annexes:
— Examples of adjustments that can be implemented to support workers are included in 5.2 to 5.7. The
examples have been categorized for ease of reading; however, the adjustments might overlap for a range
of situations, and they are not an exhaustive list. All available adjustments should be easily accessible to
all workers (including women, trans men and non-binary people) without the need to disclose the reason.
— Annex C provides a checklist with several of the recommendations and adjustments mentioned in this
document. This can serve as a support tool when reviewing practices.
Figure 2 illustrates the framework, described throughout this standard, that suggests how organizations
can implement practical actions, while making inclusivity a core consideration, and using ongoing evaluation
and metrics to monitor progress in the organization.
Figure 2 — Areas to consider when supporting menstrual and menopausal health in the workplace

5.2 Physical aspects of work
5.2.1 General
Workers who experience menstrual and menopausal symptoms work across diverse settings, and both on
fixed or variable work sites and remotely. Simple changes can be made to improve the symptom experience
for workers in these environments. Any changes made to the physical working environment are likely to
benefit all workers, creating a better workplace for all.
Adjustments made should account for existing risk management controls as well as individual needs,
particularly in complex or high-risk environments. To avoid any changes exposing workers to other
occupational risks, adjustments need to be implemented on a case-by-case basis and considered carefully in
light of the job role, risk and potential for harm.
5.2.2 Recommendations on physical aspects of work
Options that can be implemented to help workers manage symptoms include the following.
Physical work setting and layout
a) Allow unrestricted access to toilet or shower facilities, including considerations for mobile, remote
or shift workers. Where possible, self-contained toilet facilities should include washbasins inside the
cubicles and the provision of a shelf alongside the basin that can be used to place products on. Placing
the washbasin, soap dispenser and paper towels within reach of those seated on the toilet supports the
use of sustainable menstruation products such as the menstrual cup.
b) For sedentary jobs, provide ergonomic seating and opportunities to stand up, stretch or move around if
the job involves sitting for long periods of time to prevent aggravation of joint pain or cramps.
c) Where unallocated seating on a work site (often called hot desking) is used, it is helpful to provide desk
plans with as much information as possible. This can include details on lighting, windows, physical
proximity to washrooms or quiet rooms if available, and where to find warmer or cooler parts of the
building.
d) Assess the use of natural materials in the building or in workplace furnishings which can help with
thermal comfort. Choose furnishings and fabrics that are breathable and stay cooler but can be cleaned
easily when required.
e) Provide spaces for short-term recuperation, rest and management of episodic symptoms, such as
seating, privacy, or a calming environment.
f) Provide easy and complimentary access to menstrual products as well as safe storage to avoid damage
to menstrual products.
g) Provide safe/hygienic disposal for menstrual products in all toilet and changing facilities.
Work environment conditions
h) Provide easy access to cool drinking water, warm beverages and snacks (as some medication might
need to be taken with food). If a site is remote from facilities, consider selling or providing food and
refreshments on the premises.
i) Provide blinds or curtains to block out bright sunlight to avoid triggering headaches or photosensitivity.
j) Provide a quieter area or noise reduction options to support menopausal symptoms around hearing
sensitivity or headaches.
k) In humid conditions, where possible, provide de-humidifiers and ensure adequate ventilation to help
support changes in body temperature.
l) Where practicable, allow windows to be opened, and fans (desk or handheld) or a localised heat source
to be available.
m) Assess lighting in tandem with health and wellbeing considerations and avoid centralised lighting
control where possible. Where heat-generation processes are part of the work, offset with lighting of a
cooler colour.
n) Identify areas in the building that are naturally warmer or cooler to support changes in body
temperature.
o) Where strong scents or odours (e.g. food facilities, chemicals), assess impact for olfactory (smell) due to
hypersensitivity associated with some menstrual or menopausal symptoms.
NOTE Guidance on sensory-friendly environments can be found in BSI PAS 6463.
p) Ensure menstrual health and menopause is supported through adequate hygiene management facilities
(including disposal options and running water) especially in sectors and regions with limited access.
Work clothing
q) Offer discreet places to change clothes and ability to store spare clothes.
r) Where uniforms are required, provide a comfortable size, ideally made from breathable natural fabric
(such as cotton or bamboo), and easy to launder. Where possible or feasible, allow options for darker
colours, additional items and fittings that allow for temporary fluctuations in size (elastic or adjustable
waistbands can be particularly helpful).
s) Check if personal protective equipment (PPE) and safety equipment can be made more comfortable
without compromising other health and safety requirements. This can include providing equipment
made of different materials or different sizes.
5.3 Policy guidance and practice
5.3.1 General
Providing clear and consistent policies that support menstrual health and menopause across the
organization supports managers, supervisors and workers to determine and apply actions to improve and
facilitate wellbeing of workers who have menstrual and menopausal need at work.
To facilitate a fair and consistent approach, relevant organizational policies should be regularly reviewed
and cross-referenced. In particular, the organization’s approach to menstrual and menopausal health should
fit with the organization’s overall wellbeing and health strategies, policies and procedures. This increases
the likelihood of any steps taken being effectively implemented and embedded into practice and culture.
Depending on the business needs, organization can introduce either a stand along policy or integrate
reference to menstruation, menstrual health and menopause into existing policies. However, both
approaches require cross-referencing or merging with current policy to provide consistent and supportive
protocol.
5.3.2 Policy-related recommendations
The following are policy-related recommendations:
Developing policy - considerations
a) Consult with a variety of workers who could be impacted. The consultation group should include
representation from a diverse range of workers in different roles. Privacy and confidentiality should be
protected to encourage participation and open discussion.
b) Reflect on which other policies are relevant and can be used by managers and workers to help support
menstrual and menopausal health (e.g. diversity and inclusion, performance management, sickness and
absence, flexible working), and review all relevant policies to create a consistent approach.

c) Verify that absence or attendance management policy and processes allow for menstrual and
menopausal symptoms and experiences to be recorded.
d) Where applicable, engage with relevant regional or national policies and provision that support
menstruation and menopause.
Ensure menstrual health and menopausal are included as “worker factors” in risk assessments
Implementing policy - considerations
e) Effectively communicate policies to everyone in the organization (managers and HR should understand
the contents and implementation of these policies).
f) Review organizational procedures to support the implementation of the policies and actions.
g) Establish and embed a pathway for managers to achieve a good awareness and understanding about
the importance of supporting menstruation, menstrual health and menopause at work, including
compliance obligations regarding health and safety, and equality, diversity and inclusion.
h) Consider the introduction of “workplace support agreements”: a document individual to the worker
that follows the worker across different managers or roles. These are short documents which can help
workers and managers record agreed adjustments.
Ongoing policy - considerations
i) Given that menstrual and menopause symptoms and needs change over time, ensure policies include
requirement for periodic check-ins.
j) Review risk assessments to ensure they are gender-inclusive. This can include verifying that they
include a reproductive health and well-being component, a physical and mental health assessment, and
that they consider part-time and temporary workers. Assessments might be necessary to monitor the
impact of work on the worker and the worker’s ability to complete the allocated tasks.
k) Ensure recruitment, training and progression policies are inclusive of menstrual and menopausal
health (e.g. maintain access to training while adjustments are in place). See Annex D for examples of
recruitment considerations.
l) Embed consultation routes to discuss changes. Where relevant, the consultation group should include
representation from a range of workers in different roles, including representation of the demographics
of the organization and including worker representatives where they exist and safety representatives.
m) Ensure organizational strategies are inclusive of gender to avoid hidden bias in planning and design.
5.4 Supportive workplace cultures
5.4.1 General
Cultivating a healthy workplace culture is a critical part of making positive change and addressing any
potential stigma around menstruation
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