Menopause and perimenopause are significant life stages for many employees, often bringing physical, emotional and cognitive changes that can affect day to day work. For employers, offering the right support is not just about meeting legal or policy expectations. It is about creating a workplace where people feel understood, valued and able to perform at their best.
With more people choosing to remain in work for longer, menopause support is becoming an essential part of a healthy and inclusive workplace. Below are practical ways employers can make a meaningful difference.
Create awareness and encourage open conversation
A workplace culture where menopause and perimenopause can be talked about openly makes it easier for employees to ask for support. When the topic is treated as taboo, people are more likely to struggle in silence. Raising awareness across the organisation helps reduce stigma and builds understanding at all levels.
Including menopause in equality, diversity and inclusion activity and offering information sessions can help everyone understand what menopause is, how it can affect someone at work and how colleagues and managers can offer support.
Offer flexibility where possible
Symptoms such as fatigue, brain fog and hot flushes can make rigid working patterns difficult. Flexible working options can have a huge impact on how manageable the working day feels. This might include flexible start and finish times, hybrid or remote working, or the ability to take short breaks when needed.
Giving employees some control over how and when they work can help them manage symptoms while remaining productive and engaged.
Make reasonable workplace adjustments
Small changes to the working environment can significantly improve comfort and wellbeing. Access to cool drinking water, better ventilation, desk fans or more comfortable seating are simple adjustments that can make a big difference.
Encouraging open conversations between managers and employees about what would help allows adjustments to be tailored to individual needs rather than relying on a one size fits all approach.
Ensure access to health and wellbeing support
Menopause can affect both physical and mental health, so access to appropriate support is vital. Employee Assistance Programmes, occupational health services and healthcare benefits can provide guidance on managing symptoms and coping with emotional changes.
Making these resources easy to find and regularly reminding employees that support is available helps normalise using them.
Encourage regular, supportive check ins
Regular one to one conversations give employees the opportunity to talk about how they are coping and whether their workload or working arrangements need adjusting. These discussions should be handled with sensitivity and confidentiality, focusing on wellbeing rather than performance alone.
Managers who feel confident having these conversations can spot issues early and offer support before problems escalate.
Recognise the impact on mental health
Hormonal changes during menopause can affect mood, confidence and emotional resilience. Anxiety, low mood and irritability are common and can be exacerbated by work pressures.
Offering access to counselling, mental health support or simply allowing time to recover when symptoms are overwhelming can make a real difference. Employees should feel safe to prioritise their mental health without fear of judgement.
Develop a clear menopause policy
A menopause policy provides clarity and consistency. It helps employees understand what support is available and reassures them that their needs will be taken seriously. For managers, it offers guidance on how to respond appropriately and fairly.
The policy should be visible, easy to understand and regularly communicated so that it becomes part of everyday working practice rather than a document that sits unused.
Train managers to support with confidence
Managers play a key role in how supported an employee feels. Training helps managers recognise menopausal symptoms, understand their potential impact at work and approach conversations with empathy and professionalism.
When managers feel equipped to have these discussions, employees are more likely to seek help early.
Be flexible with time off
There may be times when symptoms make it difficult for an employee to work as normal. Flexible sick leave, the option to reduce hours temporarily or the ability to take short periods of time off can help people recover and return to work feeling more able to cope.
Clear messaging around time off helps remove guilt or anxiety about asking for support.
Support wellbeing more broadly
Lifestyle factors such as nutrition, movement and stress management can influence how symptoms are experienced. Workplace wellbeing initiatives like mindfulness sessions, gentle exercise classes or access to nutritional advice can support employees holistically.
These initiatives benefit the wider workforce too, reinforcing a culture that values health and wellbeing for everyone.
