Supporting Menopause in the Workplace

The UK Parliament's Menopause and the Workplace report estimates that menopause causes 14 million working days lost each year, which is equivalent to £1.88 billion in lost productivity.

In today’s workplace, promoting inclusivity is more than a trend; it’s a responsibility. One area where many organisations can make a meaningful difference is by supporting employees experiencing menopause. As an HR consultant, I’ve seen first hand how tailored policies, open dialogue, and targeted support can transform workplace culture and employee well-being. Let’s explore actionable steps that employers can take to create a more supportive environment.

Breaking the Silence: The Importance of Awareness

The first step is encouraging an open culture where menopause is not a taboo subject. Awareness campaigns or training sessions can help break down the stigma, ensuring employees feel safe discussing their needs. Confidentiality is paramount—employees must trust that conversations about menopause are private, building a foundation of trust.

Practical Support Measures

Organisations can implement several strategies to support employees managing menopause symptoms, such as fatigue or brain fog. Here are some key recommendations:

1. Flexible Working Options

   
   

   Offering adaptable schedules, remote work, or additional rest periods can help individuals deal with their symptoms effectively.

   
   

2. Supportive Environments

   
   

   Simple changes like temperature-controlled spaces and private comfort areas can significantly enhance daily comfort.

   
   

3. Wellness Programmes

   
   

   Providing access to counselling, peer support groups, or menopause-specific wellness initiatives signals to employees that their health matters.

   
   

4. Clear Policies

   
   

   Menopause policies should align with legal frameworks like the Equality Act, ensuring workplaces avoid gender or disability discrimination while providing tangible support.

How HR and Legal Teams Can Drive Change

HR consultants and legal advisors are instrumental in developing inclusive workplaces. Here’s how we contribute:

• Policy Development: Crafting and implementing menopause policies that comply with employment laws.

• Training and Communication: Educating managers to handle sensitive conversations and creating personalized support plans.

• Feedback Mechanisms: Establishing systems for employees to share their needs, helping organisations improve their approach over time.

  
  

Together, HR and legal professionals ensure workplaces are not only legally compliant but also empathetically inclusive.

Labour Government’s Proposed Measures

The UK Labour Party recently proposed initiatives requiring organisations with 250+ employees to publish Menopause Action Plans. These include policies on flexible working, paid leave, and environmental adjustments, aimed at retaining mid-life women in the workforce. Smaller businesses may also receive guidance on structured support measures, fostering inclusivity across all industries.

Key Takeaway

Supporting employees through menopause is not just about ticking boxes—it’s about cultivating a human-centred workplace where everyone, at every stage of life, feels valued. By promoting education, open dialogue, and thoughtful policies, organisations can enhance employee well-being, boost retention, and increase productivity.

As an HR consultant, I encourage businesses to take proactive steps toward creating menopause-friendly environments. It’s an investment in your people—and your future.

Let’s make menopause support the norm, not the exception.