A business’s guide to the menopause and work 

When you begin to think about creating a supporting work culture around menopause, communication is key. Having your employees feel that they can be open and honest in discussing their experiences and asking for help and accommodations they might require is key.  

You can start to create this safe space by investing in employee education. Promote awareness and understanding of menopause by providing educational resources, workshops, or guest speakers. This helps to dispel misconceptions, reduce stigma, and foster a supportive atmosphere where colleagues can empathise and offer support to those going through menopause. 

All of this work should culminate in a dedicated menopause policy. This document outlines your company's commitment to supporting employees through menopause and provides guidelines for accommodations, flexible working arrangements, and access to resources. Menopause support at work should be laid out clearly in your policy, with everything an employee needs to know included. Creating this document should be a collaborative process – take the opinions of your employees into account and get their feedback to make the policy the best it can be.

There are plenty of practical ways to support your employees dealing with the menopause. These may seem simple, but can go a long way toward making your employees feel more comfortable at work. They include:

• Flexible working options, such as flexible hours, remote work, or adjusted schedules, to help employees manage symptoms and maintain work-life balance
• Temperature regulation, either by adjusting office temperatures or providing personal desk fans to help alleviate hot flashes
• Employee well-being programmes, such as mindfulness sessions, yoga classes, or access to counseling services
• Training for managers to understand menopause and equip them with the knowledge and skills to support and communicate effectively with employees going through this phase 

A final, important factor to consider is the right to privacy for your employees. While open communication is important, every employee is different and may choose to share different levels of their experience. Employers should always respect this – they should ensure that personal information is kept confidential and that conversations surrounding menopause are treated with sensitivity.

When an employee seeks resources or support around menopause, they should be made readily# available, no questions asked. Every employee deserves open access to support, even if they may not be comfortable discussing their experiences openly. Remember, supporting employees through menopause is an ongoing commitment that requires continuous communication, adaptation, and a willingness to learn. By valuing and accommodating the needs of employees, businesses can create an environment where everyone feels respected, supported, and empowered to thrive.