Supporting people through menopause in the workplace

Every October, Menopause Awareness Month encourages open, honest conversations about a topic that affects millions yet is still too often overlooked. Menopause is a natural stage of life, but for many, it can bring physical, emotional, and cognitive changes that impact both personal well-being and work life.

Creating a workplace culture that recognises and supports those experiencing menopause isn’t only about compassion; it’s about building an environment where every employee can perform at their best.

Understanding menopause

Menopause typically occurs between the ages of 45 and 55, but symptoms can begin years earlier during perimenopause. Common symptoms include fatigue, hot flushes, brain fog, mood changes, sleep difficulties, and anxiety. These experiences vary from person to person, and that’s why awareness, flexibility, and understanding are key.

Encourage open conversations

One of the biggest challenges people face during menopause is the stigma that surrounds it. Many people feel uncomfortable discussing symptoms or requesting adjustments at work. Employers can help by:

• Promoting open dialogue and normalising menopause-related discussions.
• Providing training for managers to approach the topic sensitively and confidently.
• Offering clear points of contact for employees seeking advice or support.

When people feel safe to speak up, they’re far more likely to get the support they need early on.

Create a supportive environment

Small changes can make a big difference in daily comfort and productivity. Consider:

• Flexible working arrangements: Allowing adjusted hours or remote work when symptoms flare.
• Comfortable workspaces: Access to fans, breathable uniforms, or temperature control.
• Private spaces: Areas for rest or a quick cool-down when needed.
• Wellbeing policies: Integrating menopause support into wider health and inclusion policies.

These adjustments show genuine care for employee well-being and can significantly reduce absenteeism and stress.

Educate and empower managers

Managers play a vital role in creating a supportive culture. Providing menopause awareness training can help them:

• Recognise the signs and symptoms.
• Respond with empathy rather than assumptions.
• Know what support options are available within company policy.

When leaders are educated, employees feel seen, valued, and understood, which benefits the entire organisation.

Normalising menopause at work

Normalising menopause at work doesn’t just help those currently experiencing it — it builds long-term inclusivity. It sends a message that your organisation values everyone, regardless of age or gender, and recognises the importance of health and wellbeing.

By making menopause support part of everyday workplace practice, employers can help staff thrive through every stage of life.

Supporting people through menopause is about more than just policies, it’s about empathy, education, and open communication.

When we make space for understanding, we empower individuals to continue contributing their skills, experience, and leadership without barriers.