Employee Health and Wellbeing Menopause in the Workplace: Why Awareness and Action Matter
October is Menopause Awareness Month. It provides an opportunity for employers to assess how effectively they are supporting staff through this natural yet often challenging stage of life.
The menopause can significantly impact employees’ health, well-being, and performance. Symptoms such as fatigue, anxiety, brain fog, and hot flushes can make daily work more challenging. This is especially true if individuals feel unable to discuss their experiences. With the appropriate awareness, training, and adjustments, employers can create a culture that supports everyone through this stage and minimises legal and reputational risks.
Why Menopause Awareness Matters
The average age of menopause in the UK is 51, but symptoms can begin years earlier. With more women staying in the workforce longer, a growing proportion of employees are likely to be affected – directly or indirectly.
A lack of awareness or understanding can lead to lost talent, decreased productivity, and, increasingly, discrimination claims. Employers should be aware that employment tribunals have experienced a rise in menopause-related cases: analysis of HM Courts & Tribunal Service data shows an increase from 64 cases in 2022 to 204 in 2024. Employees have argued that their treatment amounted to sex, age, or disability discrimination.
In a 2024 tribunal, a woman who was mocked for her symptoms successfully claimed harassment after managers failed to take her complaints seriously. These cases demonstrate that menopause is no longer a “taboo” subject, and it cannot be avoided: it’s a workplace issue that requires attention.
Building Knowledge and Understanding
Creating a menopause-friendly culture begins with awareness. Encourage open, respectful conversations and ensure that employees and managers alike understand what menopause is and how it can affect individuals differently. When staff feel recognised and supported, they are much more likely to stay engaged and loyal to the organisation.
Simple steps include:
- Provide training for managers on how to approach conversations sensitively and confidently
- Share information and guidance through internal communications or workshops
- Offer peer support networks or appoint an internal champion to raise visibility and understanding
Policies and Reasonable Adjustments
Having a clear menopause policy demonstrates that your organisation takes the issue seriously. It should outline what support is available, how to request adjustments, and how managers can respond appropriately. Some minor, low-cost adjustments could significantly contribute to creating a supportive and inclusive environment.
These might include:
- Access to fans, temperature regulation, or breathable uniforms
- Flexible working hours or hybrid options
- More frequent breaks or quiet spaces to help manage symptoms
The Business Case
Raising awareness about menopause helps retain experienced talent and fosters gender equality across all levels. Research indicates that many women consider leaving their jobs because of unmanaged symptoms or insufficient support.
By investing in awareness, training and policies, organisations demonstrate empathy, equality, and strong leadership – all values that underpin high-performing, sustainable workplaces.
Final Thoughts
Supporting employees through menopause is both correct and wise. It enhances culture, lowers risk, and assists in retaining valuable experience.
If your organisation would like help developing a menopause policy or training programme, Spotlight HR can guide you through every step.