For many years, the word ‘menopause’ was often avoided, especially in professional settings. However, a significant shift is underway. High-profile women in media, politics, business, and sport are now openly discussing menopause and perimenopause, helping to dismantle the associated stigma. In the UK, celebrities like Davina McCall, Dawn French, and Lisa Snowdon have shared their personal experiences, paving the way for countless women to engage in this important conversation.
With around 13 million people in the UK experiencing perimenopause or menopause—representing about a third of the female population—it’s crucial to understand how this affects the workplace. Astonishingly, 80% of these women are currently employed, with the average woman continuing to work for 16 years after entering menopause! Unlike pregnancy or maternity, menopause remains poorly understood in many workplace cultures and policies, highlighting the need for greater awareness and support.
What are Menopause and Perimenopause?
As women reach mid-life, their oestrogen levels begin to decline, ultimately leading to the cessation of periods. This transition, known as perimenopause, can span years, encompassing both perimenopause and menopause itself. (Menopause is actually just one day, 12 months after a woman has had her last period. Before this she is in perimenopause).
Symptoms associated with declining oestrogen may last for up to 15 years, making menopause more of a journey than a single event. The NHS reports that around 80% of women experience symptoms during this time, which can significantly impact daily life. Symptoms can vary widely and may include:
- Hot flushes – sudden feelings of heat, often in the face, neck, or chest
- Night sweats – hot flushes occurring during sleep
- Sleep disturbances
- Fatigue
- Irregular or heavy periods
- Memory and concentration issues, often referred to as ‘brain fog’
- Headaches
- Mood fluctuations, including anxiety and low mood
- Heart palpitations
- Joint stiffness and discomfort
- Recurring urinary tract infections (UTIs)
As oestrogen receptors are widespread throughout the body, a decline in this hormone can lead to various issues affecting reproductive health, the heart and blood vessels, bones, skin, hair, nails, pelvic muscles, and brain function. The risk of osteoporosis and cardiovascular conditions can also increase. Research from the Alzheimer’s Society suggests that the drop in oestrogen following menopause may make women more susceptible to Alzheimer’s disease. Thus, menopause encompasses far more than simply managing hot flushes.
Thankfully, growing awareness has empowered women to seek information and options for navigating this transition. Public figures have spoken out alongside GPS and Menopause specialists to provide women with reliable information regarding Hormone Replacement Therapy (HRT) and its alternatives. Regular discussions about menopause are becoming more common on platforms like the BBC and shows like This Morning and the importance of nutrition, exercise and sleep are all being highlighted. However, support for menopausal women in the workplace still lags behind this public discourse. The TUC reports that 90% of menopausal women feel their symptoms negatively impact their work, yet many avoid disclosing the real reason for taking sick leave, citing stress or anxiety instead. As Dorothy Byrne, former editor at Channel 4, pointed out, “Even getting your boss to understand there is such a thing as the menopause can be a problem.”
Menopause’s impact on the workplace
According to the 2023 Government Report on Menopause and the Workplace, menopausal women represent the fastest-growing demographic in the workforce. The Faculty of Occupational Medicine notes that approximately 80% of women of menopausal age are employed, meaning a substantial portion of the workforce is likely to be experiencing menopausal symptoms. Yet, many employers remain unaware of how these symptoms affect their employees, making it imperative to address this previously taboo subject. Research from CIPD, found that:
- 65% of menopausal women reported decreased concentration at work
52% felt less patient with clients and colleagues
30% had taken sick leave due to symptoms, but only a quarter felt comfortable disclosing the true reason to their manage
The workplace environment can exacerbate symptoms in various ways:
- Poor ventilation and high temperatures can intensify hot flushes
- Work-related stress may contribute to anxiety and low mood
- Physical demands, such as operating machinery, can worsen joint pain and headaches
Many women hesitate to discuss these issues, fearing they may be perceived as unable to perform their jobs. The TUC found that women often feel embarrassed about bringing up menopause and worry they won’t be taken seriously. Ongoing research into menopause’s impact on the workplace indicates a common theme of lack of awareness and empathy among line managers and colleagues. Insufficient support can lead to negative outcomes for employees, including:
- Reduced engagement and job satisfaction
- Decreased commitment to the organisation
- Higher levels of sickness absence
- Increased desire to leave
In fact, according to Health Awareness, the UK loses up to 14 million working days annually due to menopause-related issues.
Steps your organisation can take
Women experiencing menopause symptoms are more likely to speak out when they feel supported by empathetic managers and colleagues. Cultivating an inclusive and supportive workplace culture prioritises employee wellbeing. Major organisations like Sainsbury’s and Boots have set an example by implementing menopause support in the workplace. However, smaller businesses may lack the knowledge or resources to do the same. Here are practical steps to assist both employers and employees during this transition:
Know Your Legal Obligations
Employers have a legal duty to support their staff. Under the Equality Act 2010, discrimination relating to menopause can fall under age, sex, and disability discrimination. The Health and Safety at Work Act (1974) also mandates safe working conditions for employees experiencing menopausal symptoms. While every organisation is unique, these legal frameworks apply universally.
Implement Reasonable Adjustments
Adjustments to working conditions can greatly improve the experience for employees undergoing menopause. This may include options like remote work, ergonomic furniture, or providing flexible hours and frequent bathroom breaks. Former First Lady Michelle Obama shared how her husband, Barack Obama, responded to staff members experiencing menopause by simply suggesting they “turn the air conditioner on.” While not every workplace has air conditioning, providing desk fans or similar solutions can help alleviate discomfort.
Prioritise Wellbeing
Occupational health experts recommend regular check-ins regarding employee wellbeing. Many organisations now have workplace wellbeing schemes that address mental health. Existing initiatives around healthy eating, exercise, and sleep can also support women navigating menopause. Taking proactive measures to foster a supportive culture is essential.
Update Policies
Ensure your organisation has a clear Menopause Policy that outlines reasonable adjustments and provides information about available support. Implement a zero-tolerance stance on mockery or disrespectful behaviour related to menopause.
Enhance Communication
Encourage open discussions about menopause among colleagues. Consider placing a list of menopause symptoms in shared spaces to raise awareness. Training sessions or workshops can provide valuable insights, and incorporating menopause awareness into existing health checks can further educate employees. Collaboration with HR or wellbeing teams is vital in promoting menopause support as part of occupational health.
Menopause Awareness Training for Employees
In response to increasing demand, we have developed Menopause Awareness Training designed with menopause experts. This 30-minute online course provides comprehensive information on menopause, its stages and its effects, including within the LGBTQIA+ community. Providing your workforce with this training helps encourage open and supportive communication within the workplace.
The training highlights ways to support colleagues experiencing menopause, encouraging open discussions while ensuring confidentiality. With well-structured chapters and real-life case studies, the course aims to break the remaining taboos surrounding menopause in the workplace.
You’ll find out how the workplace can impact the symptoms of menopause, and what adjustments can be made to support menopausal workers. There are tips and advice about starting the menopause conversation, as well as comprehensive information, support and resources for workplaces. It’s recommended that all employees, regardless of gender, undertake Menopause Awareness Training to create a more inclusive and supportive environment for everyone. Even if you might not experience menopause yourself, it’s important to become a workplace ally – or to know how to offer support to your relations, friends or colleagues.
If you’re interested in our Menopause Awareness Training course, find out more here or explore our other Wellbeing Courses. We also create bespoke digital learning tailored to specific organisational needs, so please reach out for more extensive training options.