Menopause Awareness Month
Creating a menopause-friendly workplace:
How employers can lead the change
Menopause is a reality for millions of women in the workplace, yet too often it remains a silent struggle. With more than 13 million women in the UK navigating perimenopause or menopause, and women over 50 the fastest-growing workforce demographic, it’s time for organisations to take action.
Embracing menopause-friendly practices is not just about wellbeing—it’s essential for retaining talent, boosting morale, and fostering leadership diversity.
Why it matters
"Without the right support, many feel pressured to leave the workforce, resulting in a loss of valuable talent and leadership."
Menopause can bring a wide range of physical and emotional symptoms, from hot flushes and disturbed sleep to anxiety and memory issues.
These symptoms can significantly affect work performance and overall well-being. Without the right support, many feel pressured to leave the workforce, resulting in a loss of valuable talent and leadership. Women in their 40s and 50s often begin to opt out of career advancement, not due to a lack of ambition but because they don’t feel adequately supported during their menopause transition.
A survey by the Chartered Institute of Personnel and Development (CIPD) found that 67 per cent of menopausal women reported a negative impact on their work performance. This lack of support can hinder career progression at a time when many women are poised for senior leadership roles, ultimately limiting gender diversity at the top.
Practical steps to support employees
Here are five key actions organisations can take to create a menopause-friendly workplace:
Open conversations: Normalising discussions around menopause is crucial for creating a supportive environment. Training managers and HR teams to approach the topic with empathy is key. Simple prompts like, “How can we support you during this time?” can lead to meaningful dialogue and help reduce stigma.
Workplace education, awareness, and policy Raising awareness across the organisation helps dispel myths about menopause. Offering educational sessions or integrating menopause into existing diversity and inclusion initiatives equips employees with the knowledge to better support themselves and their colleagues. Additionally, developing a clear menopause workplace policy ensures employees understand the support available to them, such as flexible working arrangements and wellbeing resources. This combination of education and policy empowers staff to seek help without fear of judgement and provides a structured framework for managers to offer the right support.
Photo by LinkedIn Sales Solutions on Unsplash
Photo by LinkedIn Sales Solutions on Unsplash
Flexible working Menopause symptoms can fluctuate daily, so offering flexible working arrangements is essential. Options such as remote working, adjusted hours, or the ability to take breaks when needed can reduce stress and improve productivity.
Wellbeing resources Psychological symptoms - anxiety, low mood and brain fog are often overlooked. Providing access to wellbeing resources, such as coaching support, and stress management programmes, can make a big difference in helping employees manage their symptoms.
Workspace adjustments Small changes to the physical environment, such as better temperature control or quiet spaces for breaks, can help make the workplace more comfortable for those employees experiencing symptoms
Who's leading the way?
Vodafone has introduced a global policy offering flexible work options and training to support menopausal employees.
Channel 4 introduced its menopause policy to tackle stigma and offer practical support. Key aspects include flexible working, paid leave for menopausal symptoms, manager training, and quiet, cool spaces for those in need. The policy has improved employee well-being, with 78 per cent of staff feeling better supported, and it serves as a model for other industries to follow.
Both companies have reported positive changes, with employees feeling more comfortable discussing menopause and accessing the support they need.
While these companies are leading the charge, the focus should remain on what any organisation can do to normalise menopause conversations and implement small but impactful changes.
The business case
Supporting women through menopause is not just a box-ticking exercise —it’s both a business imperative and it's also the right thing to do.
Ignoring menopause in the workplace can lead to significant repercussions, including lost productivity and increased absenteeism.
When employers create environments where women feel supported, they are less likely to take time off and are more likely to remain engaged and contribute positively to overall morale.
Organisations that support their employees through menopause not only retain valuable talent but also cultivate a more inclusive workplace.
"Ignoring menopause in the workplace can lead to significant repercussions, including lost productivity and increased absenteeism."
A future-friendly workplace
Photo by Clay Banks on Unsplash
Photo by Clay Banks on Unsplash
The workplace is evolving, and so are our perceptions of health and inclusivity. By supporting employees through menopause, organisations can lead the way in creating compassionate, productive environments that benefit everyone.
Forward-thinking companies have the opportunity to help eradicate gendered ageism and the stigma surrounding hormonal health.
Menopause is a life stage that everyone who menstruates will experience, and with the right support, it can be a time of empowerment and growth. With effective workplace practices, menopause becomes an opportunity for women to thrive and evolve, rather than a barrier to success.
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