Menopause policy

Hi - I am looking at menopause from a workplace wellbeing standpoint and would like to know how other organisations with policies in place handle this in regard to sickness absence.

There has been talk about ensuring that menopause related absence should not count towards sickness absence 'triggers', but how do you confirm that an absence is menopause related? Would you take the employee's word for this, or would you ask for some kind of proof from a medical professional that their absence is menopause related?

We already have a Menopause Policy in place and are working on the wider Menopause support (Henpicked, CIPD etc have been very useful resources)
Our Attendance Management policy currently (we are reviewing it at the moment) is that ALL absence (including Disability) is considered for absence triggers. However it is then looked at on a case by case basis as to what outcome and support would be considered once it reached the formal stages of the process.

We already have a Menopause Policy in place and are working on the wider Menopause support (Henpicked, CIPD etc have been very useful resources)
Our Attendance Management policy currently (we are reviewing it at the moment) is that ALL absence (including Disability) is considered for absence triggers. However it is then looked at on a case by case basis as to what outcome and support would be considered once it reached the formal stages of the process.