World Menopause Month: Why we need to address the workplace taboo

Despite more conversations being held publicly about the impact of menopause and the requirements for support, many women still feel alone in their struggles, especially the physical and mental health effects on their work and career. 

It is encouraging to see steps being taken by the Government to address gender equality and improve women’s experiences through the introduction of menopause action plans, as part of the Employment Rights Bill, which will require businesses with more than 250 employees to have a menopause action plan in place by 2027. 

When putting action plans like this together, alongside other workplace policies and support provisions, it’s important to understand how perimenopause and menopause is affecting individuals in your workplace. 

The physical and psychological symptoms of menopause — 

Physical symptoms like hot flushes, fatigue, and joint pain can combine with cognitive challenges like brain fog, memory lapses, and difficulty concentrating. These symptoms, compounded by anxiety or low mood, can feel overwhelming. 

For some, this leads to seeking help from a GP or mental health professional. For others, they simply suffer in silence, fearing judgement or misunderstanding from colleagues and employers.

From a psychological perspective, menopause is a profound shift in a woman’s sense of self. Much like the transitions we experience in childhood or adolescence, menopause marks a new phase of life, where we must adjust to changing hormones, energy levels, and social roles.

Why does providing the right support to employees benefit your business? — 

Half of the workforce will go through menopause at some point. Perimenopause typically starts in your mid-40s and can last anything from a few months to 10 years. For some individuals, perimenopause begins much earlier, in their mid-30s. 

Whilst the average age of menopause is 51, individuals typically experience it between the ages of 45–55. 

Research by the Chartered Institute of People Development (CIPD) found that 53% of women have not been able to attend work due to their symptoms, with 10% leaving the workforce altogether — costing businesses around £1.5 billion every year. 

This level of absenteeism and experienced individuals exiting the workforce for good, has a detrimental effect on your workforce, the productivity of your business, and the ability for your business to grow. It should not be happening in our workplaces, and there are many ways to easily integrate support for your employees. 

How can you provide the right support to employees? —

For employers, the key is to create an environment that understands and supports this transition. Menopause is not an illness. It’s a natural stage of life, one that with the right understanding and adjustments, women can navigate with resilience and strength. 

Create open conversations —

Employers must take the lead in breaking the silence around menopause. Create a culture where employees feel safe to discuss their symptoms and needs without fear of judgement. Having open, compassionate conversations can help reduce feelings of isolation and provide employees with the support they need.

Provide workplace adjustments —

Simple, practical adjustments can make a significant difference. For example:

• Allowing flexible working hours can help employees manage fatigue or disrupted sleep patterns.
• Ensuring access to quiet, cool spaces can provide relief for those dealing with hot flushes or sensory overload.
• Offering the option to work from home or remotely can help employees avoid stressful commutes or distracting environments.

Develop a menopause policy —

All businesses, no matter their size, can create a clear menopause policy that helps formalise support and ensures that all employees know their rights. 

This policy can outline available adjustments, health resources, and how managers can offer support. It should also address the legal protections menopause intersects with, including age, sex, and disability discrimination laws. 

This policy should be easily accessible for all employees to see, as another benefit of creating a menopause policy is that it will be a lot clearer for employees to realise that there is support, especially if they are reluctant to ask. 

Train management and HR teams —

Managers and HR teams should be trained on how to recognise menopause-related symptoms and how to offer support. Training can include identifying common symptoms like brain fog, anxiety, and fatigue, and responding with empathy and practical solutions.

Encourage mental health support —

Menopause can trigger or amplify mental health challenges such as anxiety, low mood, and grief. Providing access to mental health support, like Cognitive Behavioral Therapy (CBT), can be incredibly beneficial. CBT helps women understand and manage their thoughts, behaviours, and emotions during this transitional phase. Employers can offer mental health support through Employee Assistance Programs (EAPs), in-house mental health resources, or by offering time off for therapy.

Consider neurodiversity —

For employees who are neurodiverse — such as those with ADHD, dyslexia, or autism — menopause can amplify existing challenges. Hormonal changes during menopause can affect cognitive function and emotional regulation. Employers should be aware of this and offer additional support or adjustments, such as task management tools, extended deadlines, or reduced sensory stimuli in the workplace.

It’s important to recognise that menopause isn’t just a challenge to overcome — it can also be a time of transformation that can last a long time. By creating menopause-friendly workplaces, employers not only support their current workforce but also cultivate a culture of inclusivity that benefits everyone. Women at all stages of life — whether experiencing early menopause, treatment-induced menopause, or the natural transition — deserve to feel empowered, valued, and supported in their professional lives.

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