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Understanding Menopause: A Workplace Priority for Companies

Updated: 3 days ago

Menopause affects over half the population, yet it remains a largely unaddressed issue in the workplace. Companies put substantial resources into diversity and inclusion, but menopause often gets overlooked. Unmanaged symptoms can drive employees to leave their jobs, take additional sick days, or struggle to perform their duties. This results in businesses losing valuable talent without realizing the underlying cause.


Why Menopause Matters at Work


Menopause typically occurs between the ages of 45 and 55. However, the transition phase, known as perimenopause, can last between 2 to 10 years. During this time, symptoms can significantly disrupt daily life, including at work. Common symptoms include:


  • Hot flushes & night sweats – Sudden temperature changes can be uncomfortable and even embarrassing during meetings or presentations.

  • Fatigue – Poor sleep can lead to exhaustion, making it challenging to focus.

  • Brain fog – Forgetfulness and difficulty concentrating can cause stress and self-doubt.

  • Anxiety & mood swings – Emotional ups and downs may strain work relationships.

  • Joint pain & migraines – Physical discomfort can make work more difficult.


Many employees endure these symptoms in silence, viewing menopause as a private or embarrassing issue. Consequently, many women are quitting, reducing their hours, or just trying to get by, feeling unsupported and forgotten.


The Business Impact of Ignoring Menopause


More People Leaving


According to studies, one in ten women resign from their jobs due to menopause (1). The departure of experienced employees has several repercussions for businesses:


  • High recruitment costs – Replacing a senior employee can cost up to six months' salary.

  • Loss of expertise – Senior staff take valuable knowledge when they leave.

  • Leadership gaps – Many women in midlife hold key leadership positions.


More Sick Days & Presenteeism


No business can afford the financial burden of menopause-related sick leave. In the UK, it costs companies around £1.88 billion annually (2). Even worse, some employees feel they must come to work despite struggling with symptoms, leading to lower productivity and presenteeism.


Lower Engagement & Productivity


Symptoms like brain fog, fatigue, and anxiety make it hard for employees to stay focused. A CIPD report found that 59% of menopausal employees report a negative impact on their work (3). Unmanaged menopause can lead to:


  • Less engagement – Employees often feel disconnected from their roles.

  • More mistakes – Increased errors can be traced back to fatigue and brain fog.

  • Lower confidence & creativity – Employees might hesitate to contribute due to a lack of support.


Why Businesses Need to Step Up


Legal & Ethical Issues


Discrimination against employees experiencing perimenopause or menopause can violate protected characteristics, such as sex, age, or disability. Companies that fail to support their employees risk severe consequences:


  • Discrimination claims – Such claims can damage a company's reputation.

  • Loss of top talent – Employees will choose workplaces that support those going through menopause.


DEI Issues


Menopause should be included in any Diversity, Equity, and Inclusion (DEI) strategy. Supporting employees through this transition promotes gender equality and helps retain valuable talent.


Retaining Experienced Leaders


By investing in support for midlife employees, businesses can:


  • Retain senior talent.

  • Sustain mentorship opportunities.

  • Build a culture of well-being.


How to Support Employees Going Through Menopause


1. Create a Menopause Policy


A comprehensive menopause policy should cover:


  • Flexible work arrangements – Consider remote work or adjusted hours.

  • Workplace adjustments – Implement temperature control, quiet spaces, and uniform adaptations if necessary.

  • Clear Expectations – Ensure everyone in the organization understands their role in supporting menopause.


2. Normalize Menopause


Initiate the conversation by:


  • Training managers – Equip them with knowledge on menopause and how to support employees.

  • Establishing support networks – Create peer groups for employees to share experiences.

  • Raising awareness – Conduct webinars, training sessions, and internal campaigns.

  • Menopause Champions – Appoint individuals trained to support their peers.


3. Offer Wellbeing Support


Employers can make a positive impact by providing:


  • Mental health resources – Access to counseling services and mindfulness tools.

  • Nutrition & exercise programs – Help employees manage symptoms naturally.


4. Be Flexible


Hybrid work options allow employees to cope with symptoms while balancing their work-life commitments.


Time to Act!


Ignoring menopause puts experienced and talented employees at risk of leaving. Companies that proactively introduce supportive policies, normalize conversations around menopause, and provide proper training will foster a healthier workplace. This shift can lead to an environment where employees can thrive and want to remain engaged in their roles.


Want to make your workplace menopause-friendly? Check out our menopause training at www.menospace.co.uk or get in touch to find out how we can help by emailing: hello@menospace.co.uk.


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