Menopause is a natural stage of life that affects millions of women and individuals assigned female at birth, and whilst much is being done to raise awareness, it remains an overlooked issue in many workplaces. As conversations around diversity, equity, and inclusion continue to grow, organisations must provide meaningful support for colleagues experiencing menopause.
Understanding Menopause
Menopause typically occurs between the ages of 45 and 55 and marks the end of a person’s menstrual cycle. It brings a range of physical, emotional, and cognitive symptoms that can impact daily life, including:
- Hot flushes and night sweats
- Fatigue and disrupted sleep
- Mood swings and anxiety
- Brain fog and difficulty concentrating
- Joint pain and headaches
These symptoms can make it challenging for employees to perform at their best, particularly in high-pressure or inflexible work environments.
The Importance of Workplace Awareness
Despite its prevalence, menopause is often shrouded in stigma and silence. A lack of awareness can lead to misunderstandings, reduced productivity, and even career setbacks for those affected. By encouraging an open and supportive culture, workplaces can help normalise menopause and ensure employees feel valued and included.
How Employers Can Support Menopausal Employees
Promote open conversations; creating a culture where menopause is openly discussed helps reduce stigma and encourages employees to seek support. Leadership and HR teams can play a crucial role in initiating these discussions.
Provide flexible working arrangements; symptoms like fatigue and brain fog can make inflexible schedules difficult to manage. Allowing flexible hours or remote work options can help employees better cope with their symptoms.
Improve workplace conditions; small adjustments, such as providing desk fans, ensuring comfortable seating, and adjusting workplace temperatures, can make a significant difference for those experiencing hot flushes and discomfort.
Offer menopause training and awareness programs; educating managers and staff about menopause can lead to greater empathy and understanding. Training programs can equip employees with the knowledge to support their colleagues effectively.
Enhance health and wellbeing support; providing access to healthcare resources, counselling services, or Employee Assistance Programs (EAPs) can be instrumental in helping employees navigate menopause-related challenges.
Develop a menopause policy; a formal menopause policy demonstrates an organisation’s commitment to supporting affected employees. This policy can outline available resources, accommodations, and guidelines for managers.
Supporting colleagues through menopause; support doesn’t always have to come from HR or managers, it can start with colleagues. Here are some ways to show solidarity:
Be empathetic and non-judgmental. If a colleague opens up about menopause, listen without dismissing their experience.
Offer practical help. Small gestures, like covering a meeting or checking in on their wellbeing, could make a big difference.
Avoid making assumptions. Not everyone will experience menopause in the same way, so avoid generalisations or stereotypes.
The Business Case for Menopause Support
Creating a menopause-friendly workplace also benefits businesses. Employees who feel supported are more likely to remain engaged, productive, and loyal to their organisation. Reducing absenteeism and retaining experienced talent leads to a healthier, more inclusive workforce.
Menopause is a significant life transition, yet it remains underrepresented in workplace policies and discussions. Increasing awareness and offering support can create a more inclusive and compassionate work environment where employees feel seen, heard, and accommodated.