Increasingly, HR operates in a space shaped not only by legislation, but by a wider body of standards, guidance and external expectations. Law tells employers what they must do. Standards can influence what others expect them to do.
How does guidance that creates no legal obligation begin to influence what employers are nevertheless expected to do in practice?
ISO 45010:2026 provides a timely example. Published in September 2026, the new international standard addresses menstruation, perimenopause and menopause in the workplace. It covers workplace culture, policies, management practices, workplace design and practical adjustments. Yet it is guidance only. It creates no statutory obligation and is not a certification standard.
The significance for HR extends beyond menopause because ISO 45010 illustrates a much wider question about the growing influence of standards that sit outside formal employment law.
That distinction matters. Employers have not acquired another compliance obligation. But concluding that voluntary guidance can therefore be disregarded is also too simple.
The more interesting question is how such standards acquire practical influence. Occupational-health professionals may begin using ISO 45010 when advising employers about workplace adjustments or facilities. Multinational companies may incorporate elements into global policies because an international standard offers a common reference point across jurisdictions. Clients may introduce requirements...
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