Supporting Employees through Menopause: A Guide for Employers


The Impact of Menopause on the Workplace

Menopause is a natural biological process that marks the end of a woman’s reproductive years. The average age of women beginning the menopause is 51, but symptoms can start many years before – this is known as the perimenopausal stage. While it is a personal experience, it can also have a significant impact on the workplace. Symptoms such as hot flashes, mood swings, fatigue, and difficulty concentrating can affect an employee’s productivity and well-being. Therefore, it is crucial for employers to recognise and support their female employees during this transitional phase.

According to the FOM (Faculty of Occupational Medicine) 8 out of 10 women going through the menopause are still working. 3 out of 4 of these women will experience symptoms of the menopause and 1 in 4 will experience severe symptoms.

Employers should create a culture that promotes open communication about menopause. Encouraging employees to discuss their experiences and concerns can foster a supportive and understanding environment. Providing educational resources, such as workshops or informational materials, can help raise awareness about menopause and its potential impact on work performance. By normalising the conversation, employers can reduce stigma and empower employees to seek appropriate support when needed.

Implementing Supportive Workplace Policies

Practical action is key to meaningful change. Implementing targeted workplace policies that acknowledge and accommodate the needs of menopausal employees is a critical step forward. Flexible working arrangements, personalised health and wellness programs, and access to confidential support networks can go a long way in making a positive difference in the lives of those experiencing menopause. By offering such resources, employers demonstrate their dedication to fostering a culture that values the overall health and happiness of their workforce.

Furthermore, education and awareness play a pivotal role in destigmatising menopause and promoting open discussions around the topic. Empowering employees with knowledge about menopause helps create an environment where individuals feel comfortable seeking assistance and sharing their experiences without fear of judgment. Knowledge is a powerful tool in breaking down barriers and promoting empathy among colleagues.

When companies embrace menopause support, they not only benefit their individual employees but also elevate the organisation as a whole. By recognising the diverse needs of their workforce and implementing suitable support measures, employers can establish a thriving, engaged, and dynamic work environment. A workforce that feels valued and understood will undoubtedly be more motivated, loyal, and committed to achieving collective success.

To effectively support employees going through menopause, companies should consider implementing specific policies and initiatives. Flexible working arrangements can be particularly beneficial, as they allow women to manage their symptoms and maintain work-life balance. This may include options such as adjusted working hours, remote work, or the provision of cooling facilities for hot flashes.

Additionally, employers should review their existing policies to ensure they are inclusive and accommodating to employees. For example, sick leave policies can be revised to allow for additional days off or a more flexible approach to managing symptoms. It is essential to create a safe and non-judgemental space where employees feel comfortable discussing their needs with managers or HR representatives. By being proactive and empathetic, employers can create an environment that values and supports women throughout the transition.

Providing Access to Menopause Support

Employers can play a vital role in connecting their employees with appropriate resources and support networks. Partnering with healthcare providers, such as occupational health services or Employee Assistance Programmes (EAPs), can offer professional guidance and advice tailored to menopausal employees’ needs. This can include access to menopause specialists, counselling services, or referrals to relevant healthcare professionals.

Training programmes for line managers and HR staff are also crucial in enhancing awareness and understanding of menopause in the workplace. By equipping managers with the knowledge and skills to support their employees, they can better recognise the signs and symptoms and provide appropriate accommodations. Regular communication channels, such as newsletters or intranet updates, can be utilised to share information about available support resources, self-help techniques, and local menopause clinics.

How else can you support employees going through the menopause?


  • Train line managers to understand the menopause and the effect it may have on employees
  • Introduce a menopause champion 
  • Manage sickness and job performance effectively 
  • Complete regular health and safety checks 
  • Encourage open and honest communication 

These articles may also interest you: 

The Illness Effect: Unravelling the Impact of Long-Term Sickness on the UK Economy

Maximising your Recruiting and Retaining Strategy to Staff Your Business

The Growing Prevalence of Quiet Firing in the UK

Support your employees with the menopause with Catherine Herries-Smith

In today’s rapidly evolving workplace landscape, the importance of supporting employees during significant life transitions cannot be overstated. The menopausal journey is a natural phase that many women go through, and it is essential for employers to step up and address the unique challenges faced by their menopausal employees. One expert who sheds light on this crucial topic is Catherine Herries-Smith, a trailblazer in advocating for support in the workplace.

As we’ve explored in this blog, employers are responsible for fostering an inclusive and caring environment that empowers women during their menopausal transition. Creating an atmosphere of understanding and empathy not only enhances the overall well-being of menopausal employees but also bolsters their productivity and commitment to the organisation. When women feel supported during this transformative phase of their lives, they can bring their best selves to work, contributing their valuable skills and expertise to the success of the company. 

In conclusion, Catherine Herries-Smith’s insights underscore the importance of menopause support in the workplace. Employers can lead the charge in creating a culture of compassion and understanding, where women going through menopause are celebrated and empowered. By championing these efforts, companies can build stronger teams, foster innovation, and ultimately thrive in an increasingly competitive business landscape. Let us all join forces to make our workplaces more inclusive, supportive, and compassionate as we embrace the unique journey of menopause together