How Employers Can Support Women in the Workplace Through Menopause
Imagine this: your top-performing employee has been quieter than usual. Deadlines are being missed, meetings seem overwhelming, and confidence appears to waver. You may not realise it, but she might be navigating one of the most significant transitions in her life—menopause.
Menopause and perimenopause affect over 50% of the workforce at some point in their lives, yet it remains one of the least talked about topics in workplaces. Studies show that 1 in 4 women consider leaving their jobs due to menopause-related symptoms, such as fatigue, brain fog, or anxiety. The silence and stigma surrounding this natural stage not only impact the well-being of women but also the productivity and inclusivity of the workplace.
Why Menopause Matters in the Workplace
Menopause is not just a “personal issue”; it’s a workplace issue. It affects focus, confidence, and physical well-being. Employers have a responsibility—and an opportunity—to create environments where women feel supported during this stage.
When organisations ignore the challenges of menopause, they risk losing experienced, talented women. Conversely, those that provide education and support reap the benefits of a loyal, empowered workforce.
Practical Steps Employers Can Take
Employers can be the game-changers for women navigating menopause. Here’s how:
1. Start the Conversation
Many workplaces discuss diversity and inclusion, but menopause rarely makes it onto the agenda. Break the stigma by normalising conversations about menopause:
Host workshops or talks to raise awareness.
Include menopause in your health and wellness policies.
Encourage managers to be open, empathetic, and approachable.
2. Flexible Working Options
Menopause symptoms, like fatigue or brain fog, can make rigid schedules challenging. Offering flexible hours or remote work options shows that you value employees’ well-being.
3. Provide Physical and Emotional Support
Think about how your workplace can cater to the needs of women experiencing menopause:
Comfortable environments: Ensure access to fans or cooling areas for those dealing with hot flashes.
Mental health resources: Partner with counselors or offer Employee Assistance Programs (EAPs) for emotional support.
4. Educate Everyone
Menopause isn’t just a “women’s issue.” Educating all employees—especially managers and male colleagues—creates a supportive environment where women feel understood and valued.
5. Lead by Example
Leadership sets the tone for workplace culture. When senior leaders openly support initiatives like MenoRise, they empower women to speak up and seek help.
The Business Case for Supporting Women
Supporting women through menopause is not just the right thing to do—it’s good business sense. According to a report by Bupa and the CIPD, employers lose 14 million working days annually in the UK due to menopause-related symptoms. By investing in policies and support systems, companies can:
Retain experienced talent.
Reduce absenteeism and presenteeism.
Build a culture of inclusion and trust.
A Community That Rises Together
At MenoRise, we believe workplaces can be transformative spaces for women going through menopause. Our mission is to provide the tools, resources, and education that enable women to thrive—and empower employers to lead the way.
Together, we can create workplaces where menopause is seen not as a barrier but as an opportunity for growth and understanding. As Sonia often says, “When women rise, workplaces rise with them.”
The Time to Act is Now
Whether you’re a HR leader, manager, or colleague, supporting women through menopause is a shared responsibility. Start by educating yourself and your teams. Together, we can shatter the stigma, empower women, and build workplaces that truly value inclusivity.
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