Supporting Menopause at Work: Retain and Empower Your Talent

As more women remain in the workforce well into their 50s, 60s and beyond, organisations face the challenge of supporting them through the often-overlooked phase of menopause. These employees are often at the peak of their careers, managing senior responsibilities while juggling caring roles in their personal lives. However, menopause symptoms like fatigue, anxiety, hot flushes, and brain fog can make working life a struggle and negatively impact confidence.

To truly value and retain this talent, employers must create an environment that understands and accommodates menopause. Offering thoughtful support to employees navigating the menopause can prevent burnout, resignation, and presenteeism while demonstrating a commitment to well-being and inclusion. Here’s how your organisation can turn menopause from a hidden struggle into a supported transition, ensuring your most experienced employees remain engaged and empowered.

Why Supporting Menopause is a Business Priority

Menopause is a natural biological process that marks the end of a woman's menstrual cycles and reproductive years. It typically occurs when a woman hasn't had a menstrual period for 12 consecutive months, which usually happens between the ages of 45 and 55, with the average age being around 51. Menopause is caused by a decline in the hormones oestrogen and progesterone, which are produced by the ovaries.

Menopause has a significant impact on the workplace, with around 80% of women experiencing symptoms that often begin 7-9 years before menopause and peak in the first couple of years after. These symptoms—like hot flushes, insomnia and fatigue—can severely affect work performance. Over half of women have taken time off due to menopause symptoms, and 17% consider leaving their jobs due to insufficient support. 

At a time when businesses are striving to retain experienced employees and promote diversity, the loss of talented women because of menopause is a preventable setback. By fostering a workplace that understands and addresses menopause, organisations can not only reduce absenteeism and retain valuable team members but also enhance overall employee satisfaction and productivity.

A Supportive Workplace: Creating a Culture of Understanding

Menopause is a natural life stage, yet it remains a taboo subject in many workplaces. This silence can leave women feeling isolated and anxious, worrying that their symptoms may be perceived as a sign of incompetence or a lack of capability. In some cases, this leads to employees stepping back from leadership roles or leaving the workforce altogether.

Employers who want to support women through menopause need to start by breaking this silence. Creating a culture where menopause is understood and discussed openly helps reduce stigma and normalises the experience. Here are some key steps to foster a menopause-friendly workplace:

1. Educate and Raise Awareness

Knowledge is key to understanding how menopause affects employees. Training for managers and staff should include information about what menopause is, the common symptoms, and how it might affect an employee’s life. Importantly, this training should not be limited to women—everyone in the organisation, from senior leaders to younger team members, should understand the impact of menopause.

Incorporating menopause awareness into existing wellness programmes or offering standalone workshops during Menopause Awareness Month or World Menopause Day are excellent ways to start the conversation. The more employees understand, the easier it will be for them to offer support to colleagues and normalise the subject. 

2. Provide Practical Support and Resources

Support starts with making sure employees know they are not alone. Establishing a Menopause Champion or creating informal peer support networks can give employees a space to share experiences and tips for managing symptoms. Providing access to relevant resources, such as sleep improvement programmes, mental health support, or referrals to menopause specialists, also goes a long way in empowering employees to take control of their health.

It’s important that HR departments and line managers are equipped with information on menopause and are available to offer support when needed. Sometimes, just knowing that an open, non-judgmental conversation can take place is enough to reduce anxiety and the impact of symptoms.

3. Flexible Working: Tailor Support to the Individual

Not all employees will experience menopause in the same way, and it’s important to adopt a flexible approach. Many women find that symptoms like fatigue, insomnia, or hot flushes are more manageable with adjustments to their working day. Offering flexible working hours, remote working options, or even the ability to take short breaks when needed can make a world of difference.

For example, an employee struggling with sleep disturbances may benefit from a later start, while someone experiencing hot flushes might appreciate having a fan or access to cooler workspaces. One-on-one discussions with employees can help identify the adjustments that will best support their needs without compromising their ability to contribute effectively.

4. Create a Menopause Policy

A well-thought-out menopause policy sends a clear message that your organisation takes this issue seriously. It doesn’t have to be complex—simply having a framework in place that outlines available support options, reasonable adjustments, and the process for requesting help can empower employees to seek the assistance they need.

A menopause policy should also be flexible, recognising that employees' needs may change over time. Regularly reviewing and updating this policy can ensure it remains relevant and responsive to employees’ evolving circumstances.

5. Foster Open Dialogue

Encouraging open conversations about menopause is one of the most effective ways to reduce stigma. Employees who feel comfortable discussing their symptoms with their managers are more likely to get the support they need to stay productive and engaged. This requires creating a safe, non-judgmental environment where employees can talk openly without fear of being labelled or judged.

Managers can play a crucial role by being approachable, informed, and understanding. Providing training to help them respond sensitively and offering clear guidelines on handling menopause-related issues can make a huge difference in employee retention and morale.

Supporting Sleep: A Key to Productivity During Menopause

One of the most common and disruptive symptoms of menopause is sleep disturbance. Up to 82% of women report problems with sleep during menopause, often due to night sweats, anxiety, or insomnia. Poor sleep not only affects mood and energy but also significantly reduces cognitive function and productivity.

Employers can support sleep health by offering resources that help employees manage these issues. Consider including sleep workshops as part of your well-being programmes, offering flexible working hours to accommodate disrupted sleep patterns, or simply providing quiet, comfortable spaces where employees can take a short break when needed. Improving sleep can lead to significant improvements in workplace performance and well-being.

A Holistic Approach to Employee Well-Being

Supporting employees through menopause is not just a matter of compliance—it’s a strategic decision that can enhance your company’s culture, productivity, and retention rates. By recognising menopause as a natural life stage and offering meaningful support, you demonstrate that your organisation values the well-being of its people.

Incorporating flexible working, providing access to resources, and fostering a culture of open dialogue will not only help employees navigate the challenges of menopause but also contribute to a more inclusive, supportive, and productive workplace for everyone.

Conclusion: Menopause Support as a Talent Retention Strategy

Menopause may present challenges, but with the right support in place, it doesn’t have to come at the cost of an employee’s career. By offering understanding, flexibility, and practical resources, organisations can retain their most experienced employees and create a work environment that values every stage of life. After all, supporting your employees through menopause isn’t just about getting through a difficult phase—it’s about building a resilient, engaged, and loyal workforce for the future.

References

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2. Hardy C, Griffiths A, Thorne E. & Hunter M, 2019. Tackling the taboo in the UK: talking about menopause-related problems at work. International Journal of Workplace Health Management. doi. org/10.1108/IJWHM-03-2018-0035.

3. https://thebms.org.uk/wp-content/uploads/2022/04/07-BMS-TfC-Menopause-and-the-workplace-03B.pdf

4. Equality and Human Rights Commission. Menopause in the workplace: Guidance for employers Feb 2024

5. CIPD Menopause in the workplace: Employee experiences in 2023

6. Why sleep matters — the economic costs of insufficient sleep. Nov 30, 2016.