Supporting menopause in the workplace
Menopause is a natural stage of life that affects nearly half the population, yet it’s still surrounded by stigma and silence in many workplaces. For employers, creating an inclusive and supportive environment, actively supporting women who are going through this stage isn’t just the right thing to do — it makes good business sense. Employees who feel understood and supported are more engaged, loyal, and productive.
Why Menopause Matters at Work
Menopause typically occurs between the ages of 45 and 55, though it can happen earlier. Symptoms vary but can include fatigue, hot flashes, difficulty concentrating, anxiety, and sleep problems. These challenges may affect performance and wellbeing if left unacknowledged.
All too often we speak with managers who can’t understand why their previous star of an employee is struggling or their performance has dipped. They haven’t considered that menopause may be a factor.
Without workplace support, these employees might feel isolated or undervalued, leading to absenteeism, reduced productivity, or even leaving their job altogether.
Employers who take menopause seriously can reduce turnover, build stronger teams, and enhance their reputation as inclusive leaders.
Common Symptoms You Might See
Symptoms vary widely, but some of the most common include:
- Hot flushes
- Sleep difficulties
- Poor concentration or “brain fog”
- Anxiety or low mood
- Panic attacks
- Headaches
- Changes in periods
The combination of physical and emotional symptoms can impact work — but with awareness and flexibility, they don’t have to.
How Employers Can Provide Support
- Foster Open Conversations
Create a culture where employees feel comfortable discussing menopause without embarrassment. Train managers to listen with empathy and respond appropriately. Even small steps, like including menopause in wellbeing conversations, can reduce stigma.
Encouraging staff to seek medical advice from their GP where needed is also important.
- Review Workplace Policies
Consider updating health and wellbeing policies to explicitly reference menopause. Flexible working arrangements, such as adjusted hours or remote work, can also help employees manage symptoms more effectively.
- Make the Physical Environment Comfortable
Simple adjustments can make a big difference:
Hot flushes: allow access to fans, seating near windows, or cooler spaces, and understand that someone may need to step out of a meeting.
Sleep issues: consider flexible working hours when fatigue hits hard.
Heavy or light periods: ensure easy access to washroom facilities and a discreet place to store a change of clothes.
Concentration challenges: minimise interruptions, provide quiet working spaces or noise-reducing headphones, and be open to adjusting workloads.
Anxiety or panic attacks: create buddy systems, encourage mindfulness breaks, and make sure there’s a safe, quiet space available.
These adjustments are small, but they can have a huge impact on an employee’s comfort, confidence, and productivity.
- Provide Education and Training
Offer workshops or resources for staff at all levels to understand what menopause is, how it affects people, and how to offer support.
- Lead by Example
Leaders who acknowledge menopause openly send a strong message. This normalises the conversation and signals that the company values all stages of life and career.
Policies and adjustments are important, but culture is everything. When leaders talk openly about menopause, when colleagues listen without judgement, and when workplaces treat it as a shared responsibility — that’s when stigma truly disappears.
The Business Benefits
Supporting employees through menopause contributes to:
- Higher retention and reduced recruitment costs
- Improved employee morale and productivity
- Enhanced employer brand as an inclusive workplace
- Compliance with health, safety, and equality obligations
Menopause is a part of life — not a career end, not something to hide. It isn’t just a personal matter — it’s a workplace issue that deserves attention. By fostering an open culture, reviewing policies, and providing the right support, employers can create an environment where all employees thrive, regardless of life stage.
By Melissa
