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Menopause is a natural part of life for half of the world's population, but the physical and emotional symptoms of menopause can have a significant impact on a person's ability to work. It's important for employers to create a supportive and inclusive workplace where employees feel safe coming forward to discuss their struggles, especially when it comes to the menopause transition. This article outlines what you, as an employer or HR professional, can do to help employees who might be struggling with menopause symptoms at work.

Understanding the impact

In today’s workforce, a large percentage of employees are facing challenges due to menopause symptoms. According to recent studies, 67% of women who experience menopausal symptoms say they have had a mostly negative effect on them at work. Despite this, a staggering 83% of menopausal women have zero access to support at work. The impact menopause has on employees can be severe, with research indicating a £1.5 billion annual productivity loss due to menopause-related absences and reduced work efficiency.

Menopause symptoms vary widely, but common struggles like hot flushes, brain fog, joint stiffness, and sleep disturbances can make daily life challenging. Menopausal women may also experience mental health difficulties, including anxiety and depression. Understandably, a lot of people feel uncomfortable discussing their challenges openly because of things like stigma and a general lack of awareness and guidance on menopause in the workplace.

Claire McCartney, Senior Policy Adviser at the CIPD, underscores how menopause is often overlooked in workplace conversations, despite its significant impact on employees' experiences:

“As gender equality and the gender pay gap are increasingly being discussed, the menopause is not. But it is part of a broader equality issue.”

Creating a safe, supportive environment where employees feel comfortable discussing menopause can have a significant positive impact on both their wellbeing and productivity.

Menopause may be a natural stage of life, but with the right support, employees can continue to thrive in their roles.

Quick facts about menopause in the workplace

• Two-thirds of women who experience menopausal symptoms say they have negatively impacted them at work.
• 72% of employees experiencing menopause have hidden their symptoms at work at least once.
• 61% of women said they did not feel comfortable discussing menopause with their line managers or HR
• Over half of menopausal employees have been unable to work at some point due to their symptoms.
• 1 in 6 menopausal people are actively leaving their jobs because of a lack of support.
• The annual productivity loss related to menopause is estimated at £1.5 billion.
• 1 in 4 people assigned female at birth experience will experience severe menopause symptoms that significantly impact their quality of life and work performance.
• Menopause symptoms last up to 7 years on average.
• There are a wide range of common symptoms, including hot flushes, brain fog, and sleep disturbance, all of which are often misunderstood or dismissed in workplace environments.

Common symptoms affecting work performance

Fluctuating hormone levels during menopause can lead to a range of symptoms that can affect employees in many different ways, both physically and mentally. Some of the most common and disruptive symptoms include:

• Physical symptoms: Hot flushes, night sweats, joint stiffness, and fatigue can lead to discomfort and a lack of focus. These can disrupt daily work routines and negatively affect an employee’s productivity and quality of life.
• Cognitive impacts: Brain fog, memory lapses, and difficulty concentrating are common symptoms that can hinder an employee's ability to perform their job effectively. These cognitive symptoms are often overlooked but can make a significant impact on work performance.
• Emotional and psychological symptoms: Mood swings, anxiety, and stress are common during menopause. For some people, these symptoms may lead to depression or increased feelings of isolation. Menopausal employees sometimes find it harder to maintain work relationships or manage the emotional demands of their role.
• Sleep-related Issues: Insomnia or disrupted sleep can worsen fatigue and make it more difficult for employees to stay focused or productive during the workday.

Carolyn Harris MP has shared her personal experience with menopause, highlighting how the lack of awareness and support can lead to missed opportunities and reduced quality of life:

"I was many years into my menopause before I actually realised it. If I’d known sooner what I know now, I would have been more enthusiastic about life and looking for more ways to support myself and support other women. Instead, I probably spent the last ten years working, doing okay, but being very tired and having to push myself. I’ve missed out on a lot of life. I don’t want any other woman to go through that."

These symptoms can have a huge impact on both an employee’s career progression and their overall wellbeing, creating an essential need for guidance for employers, as well as guidance for managers, on how to address workplace risks associated with menopause. Employers need to provide a supportive environment, and to make sure that menopause-related challenges do not result in indirect discrimination or reduced opportunities for employees.

Practical workplace solutions

As an employer, there are several practical steps you can take to support employees struggling with menopause at work. Here are some strategies that can help create a menopause-friendly workplace:

• Physical environment adjustments: Make temperature control a priority by providing access to fans, air conditioning, or cold drinking water to help with hot flushes.
• Flexible work arrangements: Offering flexible working hours or the option to work from home can help employees manage their symptoms and maintain their productivity. Flexible schedules allow employees to adjust their work hours to accommodate fluctuating symptoms and life demands.
• Regular breaks and break management: Encouraging employees to take regular breaks throughout the day can help reduce the negative impact of menopause symptoms, especially fatigue and physical discomfort. Providing quiet spaces for short breaks or offering options for frequent movement can ease symptoms and boost energy levels.
• Ergonomic solutions: Adjustments to the physical workspace, like ergonomic chairs or standing desks, can help alleviate joint stiffness and physical discomfort caused by menopause. Small adjustments can make a big difference in your employees' comfort.

These changes, although simple, can have a big impact on making employees feel more comfortable and supported, ultimately improving retention and productivity. Practical advice like this should be an integral part of workplace policies.

Communication strategies

A key part of supporting employees through menopause is open and understanding communication. Here are some tips for how to approach conversations with employees:

• How to talk to employees: When talking to employees, you should be approaching the topic of menopause with sensitivity and respect. As a manager, why not create an open-door policy and reassure employees that they can discuss their symptoms in confidence. Let them know you're there to support them, not judge them.
• Working with HR: HR professionals play a vital role in implementing menopause policies and providing guidance to managers. HR should be well-versed in the symptoms and challenges employees may face and be prepared to offer appropriate resources and support, including occupational health consultations.
• Building support networks: Encourage employees to form support networks, both within the workplace and outside of it. This can include informal groups, professional support networks, or mentorship programmes.
• Template conversations: Prepare managers with template conversations that offer a starting point for discussions about menopause. These conversations should be framed in a way that makes sure employees feel heard and valued.

Know your rights

Employees should also be aware of their rights when it comes to menopause at work. Menopause is at its core a health condition, and and employers have a responsibility to consider it as part of occupational health. This means they must provide reasonable accommodations and ensure their policies support employees’ wellbeing while upholding their legal rights in the workplace. In the UK, employees are protected under employment law, including laws related to disability discrimination.

• Legal protections for employees: Menopausal employees are entitled to the same rights as anyone else in the workplace. Employers must make reasonable workplace adjustments to support employees with menopause-related symptoms. Reasonable adjustments include offering flexible work hours, providing additional break time, or offering access to menopause specialists, amongst other things.
• Company policies: Having a menopause policy in place is crucial for employers to ensure they are providing the right support to employees. A clear policy helps set expectations and provides guidance on how employees can access menopause-related accommodations and benefits. For tips on how to write an inclusive and comprehensive menopause policy, click here.

For a downloadable detailed menopause policy template, click below.

Creating a support system

A comprehensive support system can help employees navigate the menopause transition with confidence.

• Professional resources: Provide employees with access to menopause specialists or medical professionals who can offer advice and treatment options, like hormone replacement therapy (HRT), physical therapy, or mental health support.
• Employee Assistance Programmes (EAP): Employee assistance programmes provide confidential support for employees dealing with mental health challenges, stress, and other personal issues. An EAP can also connect employees with resources for managing menopause symptoms.
• Workplace allies and menopause advocates: Appoint menopause wellbeing champions or advocates within the workplace who can help raise awareness, provide support, and make sure that employees feel comfortable discussing menopause.
• Employee Resource Groups (ERGs): Consider creating an ERG focused on menopause and reproductive health. This can help employees share experiences, provide mutual support, and raise awareness of menopause across the organisation.

Action plan for success

To make sure that menopause is managed effectively within your workplace, here’s a step-by-step action plan:

Step 1: Take stock of the current workplace environment and get feedback from your employees. Find out what symptoms they are struggling with and how they feel supported (or unsupported) at work.

Step 2: Develop or enhance your menopause policy (If you want to take inspiration from Fertifa's menopause policy template, click here). Make sure it’s clear, comprehensive, and accessible to all employees, regardless of their gender identity. Remember that menopause can affect non-binary and trans people too.

Step 3: Train managers on menopause awareness and best practices for supporting employees during this time of life.

Step 4: Regularly track progress and gather feedback from employees to ensure that the adjustments and support measures are working.

Step 5: Encourage ongoing conversations about menopause to reduce stigma and ensure that employees feel comfortable seeking help when needed.

Next steps

Supporting employees through the menopause transition is not just a legal requirement—it’s also an opportunity to improve workplace culture, employee retention, and productivity. By creating a supportive, menopause-friendly environment, employers can be sure that employees feel valued and equipped to manage their symptoms effectively.

To start, review your current workplace policies, introduce menopause-specific benefits, and provide employees with the resources and flexibility they need. By taking these steps, you can make a meaningful difference in the lives of your employees and create a truly inclusive culture at your workplace.