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For companies aiming to support employees at every life stage, menopause benefits are a powerful way to retain talented employees and create an inclusive workplace. Menopause is a natural part of life, yet the impact of its symptoms—like hot flushes, night sweats, and mood swings—can make daily work challenging without the right support. Recognising menopause in the workplace and creating a supportive environment isn’t just about employee wellbeing; it’s about retaining skilled employees and promoting equality.

N.B. At Fertifa, we use terms like ‘man’ and ‘woman’ that refer to an individual’s sex that was assigned at birth, but we understand that not everyone identifies with their biological sex. We're here to support anyone who identifies as a man, woman, gender non-binary, gender non-specific or anyone who defines themselves, their gender, or their sexuality in any way we've not mentioned.

Menopausal symptoms and their impact on work

Menopause can bring various symptoms that have a negative impact on both personal life and work. Hot flushes, night sweats, and changes in hormone levels can affect focus, sleep, and mood, while psychological symptoms like anxiety and irritability may create extra challenges in managing daily work tasks. For some people, these symptoms can even interfere with their career development, leading to career breaks or limiting career growth.

Some stats for your consideration:

33% of women say menopause impacts their daily working lives.

70% of women say they feel unsupported by their employers during menopause.

Almost 1 in 3 people (30%) said that they had considered leaving their job because of menopause symptoms.

Providing comprehensive benefits that include menopause-specific support, flexible work schedules, and medical options—like hormone replacement therapy or other hormone therapy choices—allows your employees to continue their career paths without major disruptions. Fertifa, for example, offers a range of menopause benefits designed to support your employees through these symptoms so they can thrive both at work and in their personal lives.

Breaking the stigma around menopause

Even though menopause affects half of the population, it’s still not openly discussed in many workplaces. This stigma can make it difficult for menopausal people to ask for adjustments, which can impact their job satisfaction and wellbeing. Menopause-specific benefits, from medical support to workplace adjustments, help to reduce this stigma and show employees that their health and needs matter.

Companies that offer resources for menopausal employees, like access to menopause specialists and flexible schedules, are helping to shift this narrative. Fertifa’s menopause benefits go beyond basic support by helping companies create an inclusive workplace where talking about reproductive health, including menopause, is encouraged. This approach can encourage other companies to join in, helping to build understanding and break down stigma.

Supporting employee retention

Lack of support for menopausal people often leads to higher turnover rates. When companies lose experienced employees, they lose valuable skills, insights, and continuity within teams. By providing menopause-specific benefits like flexible work arrangements, access to hormone therapy, and dedicated resources, companies can create a more supportive environment that improves employee retention and boosts employee engagement.

A supportive approach to menopause benefits can also positively impact the gender pay gap and overall diversity in leadership roles. Women who feel supported during menopause are more likely to stay, grow, and advance into senior leadership positions. Companies should be offering options for flexible work and workplace adjustments, making it easier for women to stay engaged and pursue long-term career progression.

Building an inclusive workplace culture for every life stage

Creating a workplace that supports all life stages, including menopause, is essential for gender parity and employee satisfaction. Menopause can bring about significant hormonal changes that affect mental health and daily performance, and without support, these changes can lead to feelings of frustration or even career breaks. But with the right benefits—like flexible schedules, access to menopause specialists, and mental health support—companies create a culture of understanding and respect.

One aspect of a holistic approach to menopause benefits includes training managers to better understand reproductive health, reducing stigma, and making sure every employee feels comfortable seeking the support they need. In fact, managers should be trained on all life stages, from menstruation to menopause, and for common men's health challenges as well. Everyone deserves to feel understood.

Why menopause benefits make good business sense

Support for menopause isn’t only compassionate—it’s good for business. In today’s competitive labour market, companies that provide menopause benefits are seen as forward-thinking and inclusive, which strengthens their reputation and attracts top talent. When people feel their workplace is supportive and understanding, they’re more likely to stay, helping improve retention rates and reducing recruitment costs. They're also more likely to be able to stay, if given appropriate adjustments around the office to accommodate them.

Companies that address menopause directly also contribute to reducing the wage gap and ensuring gender equality at all levels. Menopause support allows people to progress confidently in their roles, improving job satisfaction and overall team engagement. This level of support makes a clear statement that the company is committed to gender diversity, inclusive work environments, and fair treatment for all employees.

Legal obligations

It's now also employers' legal obligation to give their employees the menopause support they need at work. The new guidelines from the Equality and Human Rights Commission (EHRC), give employers a clearer framework for making sure that menopausal employees receive the support they need.

The EHRC guidelines highlight an employer’s duty to make reasonable adjustments for employees experiencing menopause symptoms, making sure that they are not unfairly disadvantaged at work. This can include adjustments like offering flexible working hours, providing access to cooling facilities, or modifying workloads to help employees manage their symptoms effectively.

If you want to know more, check out our article here for an in-depth look at what the guidelines mean and how you can implement effective menopause support at your company.

Taking steps to create an inclusive workplace for all

Recognising menopause as a workplace matter is essential to building a truly inclusive environment. Supporting employees through menopause—whether by offering medical benefits like hormone therapy or by simply encouraging open conversation—can significantly improve retention rates, team morale, and overall company culture. When companies create a supportive environment that acknowledges all life stages, it’s a win for every employee.

Menopause is part of life, and providing support shouldn’t be an exception. By investing in menopause-specific benefits, companies demonstrate their commitment to an inclusive workplace where every employee is valued. Fertifa’s menopause policies and resources are designed to help companies build a positive, supportive workplace, setting an example of inclusivity that others can follow. If you're interested in implementing or re-vamping a menopause policy at your company, take a look at ours for inspiration. You can find it here. It includes practical guidance on workplace adjustments and helpful terminology covering some of the more confusing and lesser-known terms.

Offering menopause benefits is a powerful way to build an inclusive workplace, support employee satisfaction, and improve retention rates. Some people don't experience any menopause symptoms, but for those who do—especially when symptoms are severe—your company should do everything it can to support them. Empower your employees to succeed at work, and to feel comfortable whilst doing so.