HR Hub Poll Blog

1. Menopause Policies: Still Lacking in Over Half of Workplaces

With increasing awareness of menopause as a workplace issue, we asked attendees whether their organisation has a menopause policy in place.

• Yes – 43%
• No – 57%

Despite the growing conversation around menopause support at work, it would seem that a majority of employers still do not have a dedicated policy in place. Given that menopause can impact performance, attendance, and well-being, there is a growing call for businesses to take proactive steps.

A menopause policy can help employers:

• Provide guidance on reasonable adjustments, such as flexible working or temperature control.
• Train managers to better support employees experiencing menopausal symptoms.
• Reduce stigma and create an inclusive workplace culture.

2. Preventing Sexual Harassment: Policy Updates Lead, But More Work Needed

With the new duty on employers to prevent sexual harassment coming into effect, we asked HR professionals what steps they have taken in order to comply with the new requirements.

Here is what employers reported implementing:

• 78% have updated their policies to reflect legal changes.
• 58% have provided staff training on identifying and preventing harassment.
• 43% have carried out risk assessments to evaluate workplace culture and risks.
• Only 14% have reviewed agreements with third-party suppliers, despite the risk of harassment occurring via external contractors, clients, or suppliers.

While policy updates and training are strong areas of focus, third-party agreements remain a blind spot for many employers. Businesses need to ensure their obligations extend beyond just internal employees—contractors, agency workers, and clients can all be part of the picture when it comes to tackling workplace harassment.

3. Reasonable Adjustments: The Majority of Employers Have Not Offered Trial Periods

One of the key challenges in supporting disabled employees is ensuring that reasonable adjustments are made to help them succeed in their roles.

We asked HR professionals whether they had ever offered a trial period in a new role as a reasonable adjustment for a disabled employee.

• Yes – 30%
• No – 70%

The results show that trial periods as an adjustment are not widely used, even though they can be a flexible and low-risk way for employees and employers to assess whether a role is suitable.

Employers could benefit from:

• Reviewing their current approach to reasonable adjustments and ensuring managers understand their obligations.
• Considering trial periods as a proactive solution to assess an employee’s ability to perform a role with adjustments before making permanent decisions.
• Encouraging open conversations about workplace support to improve disability inclusion.

What’s Next for HR?

These poll results highlight key priorities for HR professionals and employers in 2025:

• Menopause policies are still lacking in many workplaces - employers should consider implementing clear guidance to support affected employees.
• Sexual harassment prevention efforts are improving, but third-party risks need more attention.
• Reasonable adjustments for disabled employees, such as trial periods, are underused - HR teams should explore ways to make workplace adjustments more accessible.

A huge thank you to our partners RWK Goodman and everyone who took part in our latest HR Hub and contributed to this important discussion.

For more insights and support, join our next HR Hub, or get in touch to discuss how we can help your organisation navigate HR challenges effectively.

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