A business’s guide to the menopause and work 

August 2023

Does your organisation employ women going through menopause? Are you confident that you have the right supports in place? 

If not, you’re unfortunately not alone. A recent survey found that almost three quarters (72%) of businesses do not have a menopause policy. What’s more, only 16% of businesses train their line managers about the subject.  

Menopause is a natural and inevitable stage in a woman's life that may affect many of your employees. As an employer or business leader, understanding the impact of menopause on your employees and providing appropriate support is crucial for maintaining a positive and inclusive work environment. It’s up to you and your leadership team to show encouragement and empathy, so your employees dealing with menopause feel safe and secure.  

In this guide to the menopause at work, we will discuss how businesses can navigate this transition with their employees, highlighting the importance of awareness, empathy, and practical support for employees experiencing this phase. 

It's essential to recognise that each employee's experience with menopause is unique. Some may sail through this phase with minimal disruption, while others may struggle with more severe symptoms. It’s common for many women to have menopause affecting their work at varying degrees.

Physical symptoms like hot flashes, night sweats, fatigue and sleeplessness, paired with mental symptoms like difficulty concentrating and mood swings, can significantly impact an employee’s well-being, and thus, their productivity. Recognising this impact and putting the necessary measures in place to make things easier can really make a difference to employees experiencing menopause. 

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. 

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