# MENOPAUSE SUPPORT POLICY
Date: 20 August 2031
Parties: Brightwell Architects Limited and its workforce
## 1. Purpose and parties
Brightwell Architects supports employees experiencing perimenopause or menopause, without requiring disclosure. Symptoms can affect people differently and may amount to a disability under Equality Act 2010 section 6; sex or age discrimination and health-and-safety duties are considered on the facts.
## 2. Facts, scope and terms
An employee may ask confidentially for a cooler workstation, fan, uniform flexibility, extra comfort breaks, a quiet room, adjusted hours, hybrid working or a temporary workload change. Brightwell assesses reasonable adjustments individually and does not require a diagnosis before listening to a practical request.
## 3. Process and responsibilities
Managers receive awareness training and must hold a private, non-judgmental conversation, ask what support is wanted and avoid jokes or assumptions. They refer to HR or occupational health with consent, record only necessary information and review agreed adjustments at a sensible interval.
## 4. Evidence, records and safeguards
Health information is special-category data under UK GDPR Article 9. HR restricts access on a strict need-to-know basis, explains retention and does not disclose symptoms to colleagues without consent unless a lawful safeguarding or safety reason requires it. Absence records should not expose unnecessary detail.
## 5. Review, escalation and outcome
Menopause-related absence is considered sensitively in attendance management; it is not automatically fed into a trigger or capability process without HR review. Fit notes and ordinary sickness rules still apply where relevant, and reasonable adjustments are considered before an adverse decision.
## 6. Reservations and practical protections
Employees may use the Employee Assistance Programme, occupational health or a Menopause Champion, and may raise discrimination, harassment or confidentiality concerns under the grievance process. The policy does not promise a particular adjustment or replace medical advice.
## 7. England and Wales law and completion
Brightwell approves this non-contractual policy on 20 August 2031 under England and Wales law. It is reviewed annually with employee feedback and may be updated after consultation; the policy is available to all workers, including managers who need support.