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As the fastest-growing demographic in the workplace, more women than ever will experience menopause or menopausal symptoms while at work. Despite being at the peak of their careers, menopause can significantly affect their performance, wellbeing, and overall job satisfaction. In fact, more than half of women in one study (53%) recalled a time when their menopause symptoms prevented them from going to work, and almost 1 in 3 people (30%) said that they had considered leaving work altogether.

This has to change—first and foremost for the people affected, but also for businesses. UK companies alone are estimated to be losing 14 million working days every year due to menopause-related absence. That’s a significant loss of talent, productivity, and expertise.

We’ve seen firsthand how essential it is for managers and People teams to recognise the challenges that menopause can bring. The way leadership responds to menopause directly impacts an employee’s experience at work. When leaders take an active role in creating a menopause-friendly workplace, it doesn’t just benefit individuals—it strengthens the entire company.

This guide is here to help. We’ll walk you through why menopause support matters, what practical steps you can take, and how to build an inclusive culture where every employee—at every life stage—feels valued and supported.

What is menopause?

Menopause marks the end of the menstrual cycle and typically occurs between ages 45 and 55. However, some people experience premature menopause due to ovarian insufficiency or medical conditions, and this can start before the age of 40.

Menopausal symptoms and their impact on work

Menopause affects everyone differently, but there are a wide range of symptoms that can have a negative impact on a person's personal life, their mental health, and their ability to perform at work.

It's also important to note that menopausal symptoms do not only affect your feminine-presenting employees. Anyone born with a uterus will go through menopause and that means that trans and non-binary employees might experience some of these common symptoms as well.

There are many physical and psychological symptoms that can come along with the menopause, but here are the most common menopause symptoms we see that can interfere with daily life:

• Tiredness or lack of energy
• Brain fog or difficulty concentrating
• Anxiety
• Difficulty sleeping
• Poor memory
• Low mood or depression
• Sweating
• Weight gain

Symptoms like brain fog, anxiety, and exhaustion can make it harder to focus, meet deadlines, or even just get through a regular workday. And physical symptoms—like joint stiffness, sweating, and poor sleep—can leave employees feeling drained before they’ve even started their day.

Every symptom listed above has the potential to impact work performance, which is why it’s essential for menopausal women—and anyone going through this natural stage of life—to feel supported in the workplace.

Next, we’ll explore practical guidance on how employers can create menopause-friendly workplaces, offering the right support structures, workplace policies, and adjustments to help employees thrive.

Why should I become a menopause-friendly employer?

Becoming a menopause-friendly employer benefits both employees and businesses. Here’s why:

• Attracting and retaining talent: Menopause-friendly workplaces reduce turnover and support career longevity.
• Improving employee wellbeing and productivity: Addressing the impact of menopause symptoms enhances employee health and engagement.
• Enhancing DE&I efforts: Inclusive workplace cultures that acknowledge menopause promote gender equality.
• Reducing absenteeism: Practical workplace solutions help prevent unnecessary menopause-related absences.

Key characteristics of a menopause-friendly workplace

Creating a menopause-friendly workplace environment requires both cultural and structural support. Key elements include:

1. Awareness and education: Menopause awareness campaigns and training sessions to increase the understanding of menopause among employees.
2. Support structures: Designated menopause advocates and access to menopause specialists and menopause experts who can provide valuable resources.
3. Flexible work arrangements: Remote work, flexible hours, and part-time options to accommodate symptoms of menopause.
4. Physical workplace adjustments: Providing cooling facilities like desk fans, cold drinking water, and improved ventilation will help minimise discomfort from hot flushes.
5. Workplace policies: Comprehensive menopause policies will make sure that there is clear guidance for managers and workplace accommodations, as well as letting employees know how they can ask for help and what they can ask for.

Practical workplace solutions

Flexible work arrangements

• Adjusted work hours or remote work options help your employees manage fatigue and other menopause symptoms. It also gives some leeway for employees needing to attend doctor's appointments or pick up prescriptions.
• Break policies allow employees to step away when symptoms like hot flushes become overwhelming.

Physical environment adjustments

• Temperature control: Providing desk fans, improving ventilation, and offering cold water stations.
• Uniform adjustments: Breathable fabrics and optional layers to accommodate body temperature changes.
• Ergonomic workstations: Chairs and desks that support joint stiffness and fatigue.

Communication strategies

• Encouraging open conversations about menopause: Reducing stigma through awareness of menopause and open discussions improves workplace cultures.
• Training for managers: Guidance for managers on the topic of menopause, how to support employees, and how to recognise menopause-related symptoms.
• Employee support networks: Creating menopause-friendly peer groups and employee assistance programs (EAPs).

Developing a menopause policy

A strong menopause policy should include:

• Commitment statement: A declaration of the company’s dedication to menopause awareness and why a menopause policy is important.
• Absence policy: Addressing menopause-related absence fairly to avoid unfavourable treatment, as well as clearly showing employees how to book time off.
• Accommodation procedures: Clear steps for employees seeking workplace adjustments.
• Legal considerations: Understanding disability discrimination risks and legal obligations under employment law as well as what could constitute a discrimination claim. For more information on employment law surrounding menopause, read our article here.

We've created a template version of our Menopause Policy to give you the right framework to draft or improve your own. You can download that below.

Resources and support

• Employee assistance programmes (EAPs): Offering confidential menopause resources and counselling services.
• Occupational health services: Collaborating with specialists for workplace adjustments.
• Healthcare provider connections: Providing access to hormone replacement therapy and medical advice.

Action plan for becoming menopause-friendly

1. Conduct a workplace risk assessment to identify potential barriers.
2. Implement menopause awareness programmes and training.
3. Introduce workplace adjustments, like flexible work options and ergonomic support.
4. Establish clear workplace policies with practical guidance for managers.
5. Monitor progress and gather feedback to continuously improve support.

A menopause-friendly workplace is key to creating an inclusive culture, improving employee retention, and making sure your company is compliant with legal obligations. By taking proactive steps, employers can create an environment where every employee feels supported through all life stages.

Start making positive changes today—menopause matters, and so does the wellbeing of your workforce.