Menopause in the workplace

In the UK, roughly three and a half million working women over the age of 50 suffer from symptoms of menopause or perimenopause. And this demographic is growing. Research by BUPA found that almost one million women have left their job because of menopause symptoms, exposing many UK businesses to the threat of losing their most experienced female talent.

Independent research for Vodafone, conducted by Opinium, found that a third of employees hid their symptoms at work, with 50% feeling that there is stigma around talking about the menopause. 63% of those surveyed in the UK said that they felt too embarrassed to ask for support

And according to UK data collected by Menopause Experts, the word ‘Menopause’ was mentioned 207 times in employment tribunals in 2021, up 75% from the 118 mentions in 2020.

Along with mental health and other debilitating illnesses, menopause should not be regarded as a taboo subject. Creating a supportive and inclusive work culture is a crucial first step to open and honest dialogue with your staff.

In this article, we explore ways to support your employees who are suffering from symptoms of menopause.

How to support employees experiencing menopause in the workplace

Provide information on support available to menopausal women

Beyond NHS treatments, there are many self-help resources, peer support groups, and educational materials that can empower women to manage their symptoms. Employers can play a key role by curating and sharing this information within internal communications or intranets. Having a clear, accessible resource hub signals to employees that menopause in the workplace is taken seriously and that support is available when needed.

Provide an employee assistance programme

An Employee Assistance Programme (EAP) provides confidential support for a wide range of personal, emotional, and health issues. EAPs can be particularly valuable for those navigating menopause, offering counselling, health advice, and wellbeing resources. Line managers can also use EAP services to seek guidance on how to adapt working conditions – such as flexible hours, temperature control, or uniform adjustments – to make the work environment more menopause-friendly.

Review your current policies

It’s essential to review whether existing HR frameworks unintentionally disadvantage women experiencing menopause. For example, absence management systems like The Bradford Factor, which penalise frequent short absences, may unfairly impact employees managing unpredictable symptoms such as hot flushes, fatigue, or migraines. Updating policies to account for menopause-related absence can create more compassionate systems that better reflect the realities of menopause in the workplace.

Consider having a workplace wellbeing policy

Employee wellbeing should be at the heart of every organisation’s strategy. A robust workplace wellbeing policy that explicitly includes menopause helps reduce absenteeism, improve engagement, and enhance productivity. Embedding menopause awareness into broader wellbeing initiatives, such as health workshops or mental health first aid programmes, encourages a culture of understanding and normalises discussion around this natural life stage.

Promote empathic leadership

Line managers are often the first point of contact for employees experiencing menopause-related challenges. Providing them with practical training on how to have sensitive conversations is essential. ACAS offers detailed guidance on managing difficult discussions, but internal leadership development should also include awareness of menopause in the workplace. Empathetic leadership not only supports affected employees but also creates a more trusting and inclusive environment for everyone.

These are all great initiatives for breaking down barriers and opening new dialogue. However, if you feel like you need some specialised support, Vero HR offers a range of HR Outsourcing services to meet the needs of your business. Please do not hesitate to give us a call on 01733 830830 or send us a message today to find out how we can help you.