Menopause in the Workplace: How Employers can Better Support

Menopause affects a significant proportion of working women and has direct implications for employee wellbeing, performance, and organisational outcomes. Research by the Chartered Institute of Personnel and Development found that 67% of women aged 40 to 60 who experience menopausal symptoms report that these symptoms have a mostly negative impact on their work, highlighting the importance of proactive workplace support.

Women represent approximately 46.5% of total employment in the European Union, according to Eurostat. With such a large share of the workforce potentially impacted, menopause support should be viewed as a strategic priority for employers.

Recognising the scale of impact and taking proactive steps to address menopause in the workplace enables organisations to protect productivity, support employee wellbeing, and strengthen long-term retention.

Menopause can significantly affect women’s mental health due to hormonal changes that influence emotional regulation, stress responses, and cognitive function.

Common mental health related effects include:

• Increased anxiety Heightened stress sensitivity
• Mood fluctuations
• Low concentration and mental fatigue
• Reduced confidence and self esteem
• Sleep disruption impacting emotional resilience
• Emotional exhaustion

These experiences can affect how women feel at work, interact with colleagues, and manage professional responsibilities. Recognising the psychological impact of menopause is essential to ensuring appropriate support is available.

Employers can implement practical adjustments to improve comfort, performance, and wellbeing for employees experiencing menopause.

1. Flexible working - allows employees experiencing menopause to manage symptoms while maintaining productivity and engagement. Providing flexibility reduces pressure during symptom flare ups and supports better work life balance.

2. Physical workplace adjustments - help create a comfortable and supportive environment by making practical changes to office spaces and policies that reduce discomfort and accommodate symptom fluctuations.

3. Wellbeing support - provides employees experiencing menopause with access to confidential services, resources, and programmes that support both their physical and mental health. Examples include:

• Access to Employee Assistance Programmes (EAP)
• Stress management resources
• Mental health support services
• Health awareness workshops

Effective leadership plays a key role in creating a supportive culture where women experiencing menopause feel comfortable discussing their needs and accessing appropriate workplace support.

The first step towards creating a safe and confidential environment is ensuring women experiencing menopause feel comfortable discussing their symptoms and workplace challenges. Encourage open conversations, practice active listening, and ensure concerns are handled with respect and discretion.

When women feel heard and supported, they are more likely to raise concerns early and access the support they need to remain confident and engaged at work.

While organisational awareness around menopause is important, global HR teams and business leaders play a key role in understanding its physical and emotional impact on employees. Leaders should educate themselves on the symptoms, current research and workplace implications to ensure appropriate support structures are in place.

There are many practical ways to support employees with menopause, including workplace adjustments and accommodations, like temperature control in the office or working from home.

More holistic solutions like stress management workshops or yoga classes can be a great way to boost morale, while being open to more flexible work models like hybrid and remote work can be a great way to get the most out of your employees.

Managers should prioritise employees’ wellbeing by encouraging women experiencing menopause to invest in their self-care both inside and outside of work. Supporting regular breaks, healthy lifestyle choices, and access to available resources reinforces a culture that values wellbeing.

Encourage use of Employee Assistance Programmes, local support groups, and other health resources to ensure employees have access to confidential and practical support during this time.

Managers who focus on productivity and results should recognise that menopause can affect performance. Remain understanding and flexible when adjustments are needed while maintaining clear expectations around workload and deadlines.

Placing emphasis on the wellbeing of menopausal employees strengthens workplace culture and creates an environment where women feel respected and supported.

Comprehensive employee health benefits can reinforce workplace support for menopause and women’s mental health.

Global health solutions may include:

• Preventative care coverage for women’s health needs
• Access to specialist support for menopause-related symptoms
• Mental health services to address anxiety, stress, and emotional changes
• Employee Assistance Programmes for confidential guidance
• Access to healthcare professionals and ongoing medical support

• Menopause has a measurable impact on employee wellbeing, mental health, and workplace performance, making structured support a business priority.
• Employers should implement practical workplace measures such as flexible working, physical adjustments, and accessible wellbeing support to address employee needs.
• Strong leadership, open communication, and manager education are essential to creating a culture where women feel safe discussing menopause related challenges.
• Embedding menopause support into policies and leadership practices strengthens retention, engagement, and long-term workforce sustainability.
• Comprehensive global health benefits and international health insurance solutions reinforce workplace support by providing access to preventative care, specialist support, and mental health services.