Menopause In The Workplace: An Employer’s Guide

Why Menopause Matters In The Workplace

Menopause symptoms can greatly affect people in the workplace. According to research from the CIPD, 67% of working women aged 40 to 60 who’ve experienced menopausal symptoms reported that these symptoms had a mostly negative impact on their work.

Among those who felt negatively affected:

• 79% found it harder to concentrate
• 68% reported increased stress
• Nearly 50% felt less patient with clients and colleagues
• 46% said they felt physically less capable of doing their jobs.

As a result, more than half recalled instances when they couldn’t go to work because of their symptoms. Additionally, research by the Fawcett Society revealed that 1 in 10 women surveyed actually left their jobs due to menopause symptoms.

This shows the very real impact that menopause has on the working environment, and why it’s so important to ensure you’re equipped as an employer to support your menopausal employees.

What Are Your Legal Obligations As An Employer?

If menopause symptoms significantly impact an employee’s ability to perform daily activities, it can be considered a disability. In this case, you’re legally required under the Equality Act 2010 to make reasonable menopause and workplace adjustments to ensure a safe and comfortable environment.

Employees experiencing menopause symptoms are also protected from direct and indirect discrimination, harassment, and victimisation based on age and sex.

Why It’s Important To Provide Extra Support For Menopausal Employees

For employers, menopause is an important health and wellbeing issue that needs to be approached with care. If you want to attract and retain a truly diverse and inclusive workforce, creating an environment where menopause can be discussed openly and without embarrassment is a must.

It’s a natural phase in life that should be normalised, and prioritising menopause support can prevent employees from:

• Losing confidence in their skills and abilities
• Feeling the need to take time off work, while hiding the reasons
• Facing increased mental health challenges like stress, anxiety, and depression
• Leaving their jobs altogether.

4 Practical Steps To Support Employees Through Menopause In The Workplace

Ready to create a more inclusive and supportive environment for employees going through menopause? Here are four practical steps you can take to make a real difference in your workplace:

Step 1: Create A Menopause Policy

The Government Equalities Report on Menopause emphasises the importance of training, processes, and information so that all employees understand menopause. Whether it’s a policy or guidance document, having this written down and communicated to your team is essential.

Creating a policy doesn’t have to be difficult – for example, Peninsula has a great free template for a menopause policy. Work with the employees most affected, ensuring you review your sickness and flexible working policies at the same time.

Step 2: Review Your Working Environment

If you’re an office-based business, does the working environment support employees going through the menopause? Simple changes can make a huge difference, such as:

• Maintaining a comfortable office environment with proper temperature control and ventilation. Offering the use of a desk fan or other cooling equipment where needed
• Providing easily-accessible and clean toilet facilities
• Curating a quiet place for staff to rest
• Ensuring any uniforms are comfortable and allow for temperature regulation
• Checking your existing employee benefits for additional service such as mental health support and Virtual GPs, and promoting them to employees.

Step 3: Assess Working Patterns

Offering more flexible working options is a small gesture that makes a huge difference for employees trying to manage their menopause symptoms. Some easily implemented accommodations include:

• Flexible working: Allow employees to change their working patterns or work from home. Reducing hours or avoiding night shifts in particular can really help
• Counselling services: Provide access to counselling through the workplace
• Frequent breaks: Encourage employees to take more regular breaks
• Preparation time: Give employees more time to prepare before meetings, appointments, or engagements.

You can also offer occupational health services to employees that include menopause-sensitive risk assessments. Be prepared to put any recommendations from these assessments into action.

Step 4: Educate Your People

The Faculty of Occupational Medicine reports that nearly half of women don’t seek medical advice, with many feeling uneasy discussing menopause with their line managers. This often comes from embarrassment or outdated perceptions, as well as a lack of clear information.

By offering education on menopause, its symptoms, and how to manage them, you can foster a supportive workplace where everyone feels comfortable speaking openly and sharing their experiences. It’s a simple but powerful way to create a more inclusive environment.

While menopause is primarily experienced by women and others with a menstrual cycle, it’s important to include employees of all genders – especially those in leadership positions – in conversations to educate and combat stigma.

It’s crucial for your business not to accept sexist or ageist behaviours directed at those going through menopause.

Morven West
People Lead, Drewberry

Helpful Menopause Resources For Employers

Many people continue to work through menopause and for years afterward, so it’s essential to offer the right support during this transition.

Here are some further resources you may find helpful when it comes to supporting employees through the menopause:

• NHS guidance on menopause
• Gov.uk Menopause in the Workplace Resources Hub
• ACAS menopause at work guidelines
• Faculty of Occupational Medicine menopause guidance
• CIPD menopause resources
• Henpicked menopause in the workplace training
• NHS Inform guidance for managers.

Supporting employees through menopause isn’t just about being inclusive—it’s key to keeping your team happy, healthy, and productive.

When employers recognise the impact of menopause and offer the right support, it can make a huge difference in reducing absences and retaining skilled, valued staff. By fostering a supportive environment, you’re not only helping your employees but also strengthening your business.

Morven West
People Lead

How Employee Benefits Can Support Your Team

Offering the right employee benefits is essential in supporting your team through every stage of life—whether they’re navigating menopause or facing other challenges. With tailored benefits, you can help employees manage their health, improve their wellbeing, and feel more secure and supported at work.

At Drewberry, we specialise in designing tailored benefits solutions that address the unique needs of your workforce and business. Whether you’re focused on improving health and wellbeing or offering more flexibility, we’re here to help you build a package that truly makes a difference for your team.

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