Supporting women through the menopause transition is a strategic necessity for talent retention. Since many professionals reach their leadership peak during this time, addressing physical symptoms in the workplace is a low-lift and essential way to prevent the premature exit of highly skilled leaders. Read more in Why It Matters: Supporting the Menopause Transition in the Workplace.

Formalizing dress-code and uniform modifications into existing policies is a strategic investment that ensures employees feel supported through this life-stage transition.

Specifically, this includes:

Professional Attire Flexibility: In environments where uniforms are not required, policies should explicitly empower employees to select fabrics and styles – such as breathable natural fibers and adjustable layers – mitigate thermal discomfort without requiring formal approval.
Adaptive Uniform Provisions: Provide a diverse range of uniform options, including moisture-wicking materials and branded layering pieces, to ensure all staff are equipped to manage temperature fluctuations as needed.

By implementing these simple changes, organizations can effectively remove barriers to retention and keep their most experienced talent in the workplace.

6 Steps for Implementation

1. Build awareness and engage key leaders. Convene key leaders to align on the strategic necessity of menopause support. Refer to Menopause at Work: The Missing Playbook for HR Leaders and Why It Matters: Supporting the Menopause Transition in the Workplace in the Workplace to help leaders align on how accommodations can help promote employee retention and productivity.

2. Engage critical stakeholders in policy development. Partner with branding, operations and people management teams to identify where dress codes can be adjusted without compromising professional standards. Identify additions to your uniform “kit”, if necessary, that include breathable fabrics and/or layering options.

3. Establish an implementation timeline and key milestones. Map out a plan to ensure accountability and quick implementation. Define specific deadlines for when the employee handbook will be updated, when manager training sessions will be completed, and when the policy change will be shared company-wide.

4. Establish a clear policy. Update your workplace policies to include a dedicated Menopause Support section. Use the sample policy language below to ensure employees know that they have options to dress comfortably when experiencing menopause symptoms, and what uniform options they have to mitigate thermal comfort (if applicable).

5. Ensure clarity and alignment of policy with managers and leadership. Conduct briefing sessions for managers and senior leaders to ensure the new policy is interpreted consistently.

6. Communicate the policy to all workers. Communicate the new policy through training sessions and internal employee updates. Encourage employees to communicate their needs early so that adjustments can be made efficiently and effectively.

Case Studies: Our Standard in Practice

CVS Health redesigned their frontline staff uniform options to prioritize thermal regulation in an effort to support employees in the menopause transition. Unlike standard retail uniform polyesters that trap heat, CVS’ retail uniform shirts were transitioned to breathable, moisture-wicking materials – a direct response to feedback regarding hot flashes and night sweat-related discomfort during long shifts. Source: HR Brew (2024)
UK-based Standard Chartered launched a “Workplace Adjustments” guide that outlines how employees can request different uniform items or modifications. Their no-justification approach gives employees the freedom to request alternative styles and sizes to accommodate temperature sensitivity without a lengthy approval process. Source: FinTech Finance News (2021)

Sample Policy Language

[Company Name] is committed to providing an inclusive and supportive work environment for all employees. We recognize that perimenopause and menopause is a natural life stage that can present physical challenges during the workday. This policy aims to provide the necessary accommodations to ensure that employees navigating this transition feel supported and comfortable at work.

Professional Dress Flexibility: To support peak performance and physical well-being, we empower employees to manage their own comfort in the workplace through their choice of attire. In instances of thermal discomfort – including those related to menopause and perimenopause symptoms – employees have the flexibility within our professional dress code to adjust their attire to ensure they can remain focused and comfortable throughout the workday.

Uniform Modifications: In roles where a specific uniform is required, the company is committed to making reasonable accommodations to support thermal regulation. This may include, but is not limited to, the provision of moisture-wicking base layers, the removal of restrictive accessories (such as ties or heavy blazers), or the substitution of synthetic materials with breathable alternatives. These accommodations are designed to ensure that our professionals can perform their duties at the highest level without the distraction of physical discomfort. Requests can be made to [insert contact information for uniform accommodation requests].