As of 13 August 2026, AI can only partly create a menopause policy for your UK workplace.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open the organisation's current sickness absence, flexible working, reasonable adjustments, health and safety, dignity at work and equality policies, and record the parts that this policy must match.
   2. Gather the workplace details, named contacts, available adjustments, occupational health arrangements, confidentiality rules, approval route and review arrangements requested in the prompt.
   3. Paste the prompt and the gathered information into ChatGPT, Claude or Gemini, and ask it to produce the consultation draft.
   4. Open the relevant GOV.UK employment and workplace guidance and check every sentence the draft labels as a legal requirement against the current source.
   5. Ask HR, senior management and employee representatives to compare the draft with actual workplace procedures, resources and reporting routes, then amend any promise the organisation cannot deliver.
   6. Send the revised draft to an employment solicitor or suitably qualified HR professional for a legal and equality review before approval.
   7. Obtain the organisation's formal approval, publish the final policy with its owner and review date, and brief managers on how to apply it consistently.

   Prompt

   Draft a menopause and perimenopause policy for a UK workplace using the information below.
   
   Organisation: [organisation name]
   Workforce and working arrangements: [brief description]
   Existing policies that interact with this one: [sickness absence, flexible working, reasonable adjustments, dignity at work, health and safety, or other relevant policies]
   Internal contacts and responsibilities: [HR contact, managers, occupational health arrangements, employee assistance arrangements]
   Available workplace adjustments and support: [list them]
   Confidentiality and record-keeping arrangements: [describe them]
   Approval route and review cycle: [describe them]
   
   Write in plain, respectful British English. Cover the purpose and scope of the policy, what menopause and perimenopause support means at work without diagnosing anyone, how employees can ask for support, possible workplace adjustments, manager responsibilities, confidentiality, sickness absence and return-to-work arrangements, health and safety, equality and inclusion, signposting to medical support, complaints and escalation, implementation, training, ownership and review. Do not require an employee to disclose a diagnosis or medical details unless there is a clear lawful and necessary reason.
   
   Use only established UK sources, including relevant GOV.UK guidance and employment law. Do not invent legal duties, case law, internal procedures, contacts or benefits. Separate legal requirements from recommended practice. Mark any point that needs confirmation by an employment solicitor or other appropriate professional. Do not include medical diagnosis or treatment advice. End with a short implementation checklist and a list of details I still need to confirm. Keep the draft suitable for consultation, not final publication.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.