With women over 45 being the fastest-growing segment of the workforce, organisations can no longer afford to overlook menopause. Yet, many workplaces still lack the awareness, policies and support systems needed to create an inclusive and understanding environment. By taking proactive steps, organisations can foster a culture where menopause is recognised, discussed and supported - leading to a healthier, more engaged workforce.

Why Menopause Affects Every Employee

Menopause isn’t just a personal experience - it’s a workplace concern that affects everyone. Symptoms such as brain fog, fatigue and anxiety can impact productivity, engagement and even team dynamics. Managers may feel uncertain about how to provide support, while colleagues may not fully understand the challenges their teammates are facing.

Ignoring menopause in the workplace has real consequences. Research shows that one in four women consider leaving their job due to severe symptoms, and nearly one in ten actually do resign. Losing experienced employees disrupts businesses and leads to costly recruitment and training. By encouraging understanding and offering the right support, organisations create a more inclusive, productive environment for all employees.

The Reality of Menopause in the Workplace: Key Statistics

• Over 4.5 million working women in the UK are aged 50–64, the majority of whom are going through menopause.
• Around 75% of menopausal women experience symptoms, with 25% suffering severe symptoms that impact their ability to work.
• Menopause-related absence costs UK businesses millions each year due to increased absenteeism and reduced productivity.

Despite this, only a small percentage of workplaces have formal policies to support employees through menopause

Creating a Menopause-Inclusive Workplace
A menopause-friendly workplace offers an environment where all employees feel supported, valued and empowered to perform at their best – whether they are directly or indirectly affected by menopause.
Simply having a menopause policy or hosting a lunch-and-learn session is no longer enough – employees expect and deserve more as menopause is a complex, ongoing transition that requires continuous support and open conversation. 

While policies may outline basic rights, they don't address the individual needs of those experiencing menopause. 
In the same way, a one-off awareness session often leaves little room for follow-up or long-term education. Creating a truly supportive environment means integrating menopause awareness into everyday workplace culture, providing tailored resources, ongoing training and creating an atmosphere where all staff and managers feel comfortable seeking help. 

By implementing thoughtful policies and encouraging open conversations, organisations can drive meaningful change that benefits both employees and the business as a whole.

A robust, practical framework to develop menopause-inclusivity would include:

•    Developing and Communicating a Menopause Policy
A clear menopause policy lays the foundation for a supportive workplace. It should outline available support mechanisms, reasonable adjustments and the process for requesting accommodations. Integrating menopause policies into broader diversity and inclusion strategies ensures they become a natural part of workplace culture and are inclusive of all staff – being mindful that it’s not just women who experience menopause but also some trans men and non-binary people . Related policies - such as Equality, Sickness and Harassment policies - should also be updated accordingly. Most importantly, effective communication is key: employees should be made aware of the existence of the policy and also the available support through multiple channels, ensuring accessibility for all.

•    Training and Education: Raising Awareness at Every Level
Lack of awareness can lead to stigma and silence. Educating employees, managers and HR professionals about menopause can transform workplace culture. Menopause awareness training should be available to all employees, promoting an environment of empathy and understanding. Online courses, webinars and workshops can further normalise conversations around menopause, while accessible resources outlining common symptoms and available support empower employees to seek help when needed.

•    Creating a Supportive Environment
Workplace adjustments can help employees manage menopause symptoms while maintaining performance and wellbeing. Flexible working arrangements, such as remote working or adjusted hours, can provide some relief. Simple workplace adjustments - like access to desk fans, quiet spaces or more comfortable office workwear policies - can make a significant difference. Performance management policies should focus on support rather than discipline, ensuring employees feel encouraged to talk about the impact of their symptoms on their ability to work.

•    Strengthening Support Systems
Providing a network of support reduces feelings of isolation and empowers employees to seek help when needed. Employee Assistance Programs (EAPs) should include menopause-related support, offering confidential guidance. Coaching programs and peer support networks allow women to share experiences and advice, creating a sense of community. Encouraging open conversations through employee-led groups or wellness initiatives also helps to normalise discussions and provide a sense of belonging.

•    Addressing Health and Safety Considerations
A safe and comfortable work environment can help alleviate menopause-related discomfort and improve wellbeing. Regular workplace risk assessments should consider factors such as ventilation, access to hydration and ergonomic seating. Conversations about menopause support must be handled with confidentiality and sensitivity, ensuring employees feel safe when discussing their needs.

•    Gathering Feedback and Driving Continuous Improvement
Workplace initiatives should evolve to meet employees' changing needs. Regular feedback ensures menopause support remains effective. Conducting anonymous employee surveys can provide valuable insights into how support measures are being received. Organisations should use this feedback to refine policies, workplace adjustments and training while continuously updating initiatives to align with best practices.

•    Leadership Commitment: Setting the Tone from the Top
When leaders champion menopause awareness, it sets a strong example for the organisation. Senior leaders speaking openly about menopause and their own experience helps reduce stigma, while allocating sufficient resources ensures menopause-friendly initiatives are sustained. Recognising menopause support as part of broader wellbeing and diversity strategies strengthens an organisation’s commitment to employee wellbeing.

The Business Case for Retaining Women in the Workforce

Retaining experienced women in the workplace is essential for business continuity, knowledge retention and fostering diversity. Women over 45 bring invaluable expertise, leadership skills and institutional knowledge. Losing them due to inadequate menopause support not only affects workplace culture but also impacts business success. By creating an environment where women feel valued and accommodated, organisations can reduce turnover, enhance engagement and improve overall productivity.

Some impactful strategies to support employees through menopause include:

1.    Personalised Coaching for Employees
Provide tailored one-on-one or group coaching to help employees navigate their menopause journey with confidence. By offering a dedicated space for individuals to explore strategies that work for them, they will feel valued, listened to and empowered.

2.    Creating a Compassionate Workplace Culture
Develop a supportive and understanding environment where menopause is recognised as a natural phase of life. Encourage open dialogue and ensure employees feel comfortable discussing their needs, helping to reduce stigma and create an atmosphere of acceptance and empathy.

3.    Flexible Work Options to Support Wellbeing
Consider offering flexible working hours or remote working opportunities to accommodate menopause-related symptoms, such as fatigue, sleep disruption and hot flushes. This flexibility will help employees manage their health while maintaining performance and work-life balance.

4.    Accessible Support Networks
Establish peer support networks or mentoring groups where employees can connect and share experiences. Creating safe spaces for those affected by menopause to support one another builds a stronger sense of community within an organisation, helping individuals feel understood and empowered.

5.    Health and Wellbeing Resources
Provide resources to help employees manage menopause symptoms effectively, from wellness workshops to wellness toolkits. Access to practical support encourages proactive self-care, ensuring employees have the tools they need to thrive during this transitional phase.

Moving from Awareness to Action
When employees feel understood and accommodated, businesses benefit from increased engagement, reduced absenteeism and improved retention rates. A proactive approach to menopause support enhances employee wellbeing and strengthens an organisation’s reputation as an employer of choice.

By taking action today, organisations can ensure menopause is no longer an overlooked workplace issue. It’s time to break the taboo - start the conversation, implement meaningful policies and champion a culture of inclusivity - because when menopause matters at work, everyone benefits.