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Did you know that in a 2023 survey of over 2,000 women employed in the UK aged 40-60 by The Chartered Institute of Personnel and Development, around one in six women (17%) had considered leaving work due to a lack of support about their menopause symptoms, and a further 6% had left work?
73% had experienced menopause symptoms and 53% had taken time off work due to their menopause symptoms.
These staggering statistics highlight the unseen impact menopause can have on women in the workplace — an issue that often goes unaddressed in many organisations.
The problem is not just the physical symptoms like hot flashes or fatigue; it's the emotional and mental toll that can make it difficult for women to perform at their best.
In an environment that lacks awareness or support, this can lead to increased absenteeism, reduced productivity and career derailment.
This blog post will explore how menopause training can help transform workplaces into supportive environments where women feel empowered and valued.
Through education and practical solutions, businesses can retain talent and create a culture of inclusion that benefits everyone.
Let's find out why menopause in the workplace training is essential and how it can make a difference.
Understanding the Problem
Menopause marks the end of a woman's reproductive years but it is so much more than that.
The typical age for the menopause in the UK is 51 but the perimenopause (when your body is transitioning to menopause) can start in your thirties due to genetics, surgery, medication or premature ovarian insufficiency.
Many women experience a range of physical, emotional, and cognitive symptoms which can significantly affect their work performance and well-being.
Common symptoms include hot flashes, night sweats, brain fog, anxiety, fatigue, and joint pain. These symptoms often lead to disruptions in concentration, memory lapses, and difficulty coping with work-related stress.
The root of these symptoms lies in fluctuating hormone levels, particularly the decline of oestrogen, progesterone and often, testosterone.
The impact is far-reaching: increased absenteeism, higher rates of staff turnover, and reduced morale among teams can contribute to a decline in overall workplace performance.
This problem can’t be ignored. Without a proactive approach, workplaces risk losing talented, experienced employees, while those who remain may suffer in silence, unable to perform at their full potential.
To create inclusive, supportive work environments, it’s critical to understand how menopause affects employees and to implement training that fosters awareness and empathy.
Creating a Menopause-Friendly Workplace
Solution 1: Menopause Awareness Training for Everyone
One of the most effective ways to address menopause-related challenges in the workplace is through targeted training for employees and management.
Menopause awareness training educates the entire workforce on what menopause is, its symptoms and how it can affect both personal and professional lives.
This training helps to dismantle taboos around menopause and encourages an environment where employees feel safe discussing their experiences without fear of judgment or discrimination.
The training provides a foundation of knowledge for all staff, empowering colleagues to be more understanding and supportive of those experiencing menopause.
Managers gain practical tools to implement supportive policies and adjust workloads or expectations when needed.
This type of training is essential for creating an inclusive work culture that values all employees, regardless of their life stage.
Assess Needs
Before conducting any training, assess the needs of your workforce. This can be done through anonymous surveys or consultations with staff to understand the current level of knowledge about menopause and its impact on the workplace.
Engage an Expert Trainer
Partner with a Menopause Coach to deliver the training. They will have the expertise to provide accurate information and facilitate discussions sensitively.
Find out more about the services I offer to organisations HERE
Get Accredited
Menopause Friendly Accreditation
Being accredited as a Menopause Friendly Employer is more than ticking a box.
The Menopause Friendly Accreditation pillars are defined and governed by the Independent Panel of experts, who review all applications, and provide detailed feedback regardless of the outcome.
When you gain The Menopause Friendly Accreditation, it means that you’ve demonstrated to the Independent Panel of experts that your organisation actively supports menopause at work across the five accreditation pillars.
Menopause Workplace pledge
Wellbeing of Women are calling on employers to sign the Menopause Workplace Pledge and take positive action to make sure everyone going through the menopause is supported.
After signing the pledge, employers are encouraged to take at least one positive action a year towards becoming a menopause positive workplace.
Since the campaign launched, more than 3,200 employers have signed the pledge, including Bupa, BSI, BBC, Tesco and Royal Mail.
Deliver Training to All Staff
Ensure the training is inclusive, meaning all employees – not just women or those directly impacted by menopause – should attend. This promotes a culture of empathy and inclusiveness across the board.
Distribute Educational Materials
Provide take-home resources, such as fact sheets or digital guides, to reinforce the information covered in the training.
This can include FAQs on menopause, guides for supportive conversations, and information on company policies.
For organisations, I offer a Menopause Health Guide for you to distribute to your employees.
This guide shows that there are many simple but powerful lifestyle changes that women can make to feel better in menopause. Find out more and order yours HERE.
Regular Follow-Up Sessions
Menopause awareness isn’t a one-time conversation.
Implement quarterly or annual follow-up sessions to ensure employees and managers stay informed and up to date on best practices.
Create a Safe Space for Ongoing Dialogue
Encourage open communication by setting up peer support groups or establishing a menopause champion within the company.
A Menopause Champion is an appointed individual within the workplace responsible for raising awareness, facilitating discussions, and offering support for employees going through menopause.
These champions act as a point of contact for confidential conversations and help in ensuring that company policies align with menopause-related needs.
A menopause support group provides a safe space where employees can share their experiences, discuss symptoms, and support each other in managing challenges.
These groups can be led by menopause champions, HR, or external experts and can meet regularly to address specific concerns and share coping strategies.
Menopause Cafe is a charity who help to organise events, including within workplaces ‘where people gather to eat cake, drink tea and talk about the menopause’.
So what are the Advantages of Menopause Awareness training?
Promotes Awareness and Empathy
Training helps break the silence around menopause, making it easier for women to speak openly about their symptoms and seek support. Colleagues and managers are better equipped to offer compassion and help, fostering a positive and inclusive culture.
Increases Retention and Productivity
When women feel supported during menopause, they are more likely to remain in their roles, reducing staff turnover. Additionally, when menopausal symptoms are managed more effectively, women can maintain their productivity levels.
Customisable to Each Workplace
Training can be adapted to suit different industries, employee demographics, and work environments, ensuring it meets the specific needs of each organization.
And the Disadvantages of Menopause Awareness training?
Initial Time and Financial Investment
Training may require time away from regular work duties, and the cost of hiring an expert trainer could be a consideration for smaller businesses. However, the long-term benefits far outweigh the initial investment.
Potential Resistance
Some employees or managers may resist attending training, especially if they don’t believe menopause is a workplace issue. This can be mitigated by framing the training as part of the company’s wider commitment to diversity and inclusion.
Solution 2: Flexible Work Policies for Menopausal Employees
Introducing flexible work policies can significantly alleviate the stress menopausal employees experience.
Flexibility allows women to manage symptoms like hot flashes, fatigue, and mood changes while maintaining their work responsibilities.
Flexibility can take different forms, including adjusting start and end times, offering remote work options or providing extra breaks during the day.
In the CIPD survey, a high proportion (67%) felt that the move to more organisations supporting home and hybrid working will make dealing with menopause symptoms easier.
These policies acknowledge that menopause impacts each woman differently, and a one-size-fits-all approach won’t work.
Allowing for individual adaptations fosters a culture of trust and reduces the likelihood of absenteeism due to unmanaged symptoms.
Here are examples of just some of the accommodations that could be put in place:
Recognise that someone may take more short-term absence if they’ve had a difficult night.
Consider a change to shift patterns or the ability to swap shifts on a temporary basis.
Offer a flexible working arrangement, for example a later start and finish time.
Ensure employees know they can work from home on an ad hoc basis if they’ve had a rough night.
Look at ways to cool the working environment, for example provide a fan, move a desk close to a window or adjust the air conditioning.
Provide easy access to cold drinking water and washrooms.
Adapt uniforms to improve comfort.
Provide easy access to washroom and toilet facilities.
Allow for more frequent toilet breaks.
Be understanding about someone working from home if they have very heavy bleeding.
Make sanitary products available in washrooms.
Consider a temporary adjustment to someone’s work duties.
Provide a quiet area to work.
Provide access to a rest room.
Offer easy access to drinking water.
Allow regular breaks and opportunities to take medication.
Make any necessary temporary adjustments through review of risk assessments and work schedules.
Allow someone to move around or stay mobile, if that helps.
Encourage employees to discuss concerns at one-to-one meetings.
Discuss possible adjustments to tasks and duties that are proving a challenge.
Address work-related stress by carrying out a stress risk assessment recommended by the HSE.
Signpost to an employee assistance programme or counselling services if available.
Assess Current Policies
Review existing work policies to determine where flexibility can be introduced.
Identify whether remote work, flexible hours or additional break times can be accommodated without compromising productivity.
Consult Employees
Ask menopausal employees for their input on what types of flexible work arrangements would best support them.
This ensures that policies are tailored to real needs rather than generic assumptions.
Implement Flexible Work Schedules
Offer employees the option to adjust their working hours around their symptoms.
For example, if an employee experiences more severe symptoms in the mornings, they could start later in the day.
Offer Remote Work Options
If the job allows for it, give employees the opportunity to work from home during particularly tough days.
This can be especially helpful for women experiencing fatigue or night sweats that disrupt their sleep.
Provide Breaks for Self-Care
Allow menopausal employees to take short, frequent breaks during the day to manage hot flashes or practice stress-relief techniques.
This may involve setting up a quiet room or wellness space for employees to retreat to when needed.
Monitor and Review
Regularly check in with employees to assess the effectiveness of the flexible work policies.
Be open to feedback and make adjustments as necessary.
So what are the Advantages of Flexible Work Policies for Menopause?
Improved Employee Well-being
Offering flexibility acknowledges the challenges of menopause and empowers women to manage their symptoms in a way that works for them.
Boosted Morale
Employees who feel trusted and supported by their organization are more likely to have higher job satisfaction and loyalty to the company.
Increased Productivity
When women can manage their symptoms effectively, they are less likely to take time off work and can maintain consistent performance.
And the Disadvantages of Flexible Work Policies for Menopause?
Logistical Challenges
Depending on the nature of the business, it may be difficult to implement flexible work options for certain roles, especially in industries requiring in-person attendance.
Potential for Inequality
Other employees may perceive flexible policies for menopausal women as preferential treatment, which could lead to tension if not communicated carefully.
By implementing menopause awareness training and flexible work policies, workplaces can create an environment that supports women during this critical life stage, enabling them to thrive both personally and professionally.
Solution 3: Access to Health Resources
Women are frequently left to navigate their symptoms with minimal guidance or treatment from the NHS. The NHS currently lacks the specialised care that women need during this stage of life.
This inadequacy forces many women to continue battling debilitating symptoms that affect their performance at work.
Without proper medical intervention, these women struggle to maintain their productivity and well-being in demanding roles.
There’s a disconnect between the healthcare system and employers—two pillars that should be working together to support women.
While the NHS may offer some level of care, it’s often not enough to mitigate the impact of menopause on a woman’s daily life, particularly in a high-pressure work environment.
This lack of support in both arenas leaves women in a frustrating position: they want to feel better and continue in their careers, but without adequate medical treatment and workplace flexibility, this becomes impossible.
Even private medical cover is failing to adequately cover the very areas where many women need support: menopause and mental health.
Many private insurance policies exclude menopause-related treatments and mental health services are often limited or excluded entirely. These are critical areas where women need comprehensive care.
Providing access to health resources can significantly ease the burden on menopausal employees.
This includes offering employees health education, direct access to menopause specialists or a directory of local health services tailored for menopausal women.
Empowering employees with the right knowledge and access to resources ensures they are better equipped to manage symptoms both at work and in their personal lives.
Develop a Resource Hub
Create an online or physical hub containing articles, brochures, and links to reliable menopause-related resources (NICE guidelines, menopause clinics, HRT information).
Partner with Health Professionals
Collaborate with healthcare providers or menopause specialists to offer webinars or consultations.
As well as education and creating open cultures, businesses must invest in services that support women to enable them to perform at their best.
It’s important that line managers are able to signpost their team to services and understand what help and support these are able to give.
You could offer, for example, virtual GP services, counseling and mental health helplines, gym memberships, menopause specialists and wellness programmes.
Menopause Specialists have knowledge and expertise in managing the unique challenges your employees are experiencing.
We stay up-to-date with the latest research and treatment options, ensuring that you receive the most effective and evidence-based care.
A menopause specialist will provide personalised care tailored to your specific needs. We understand that menopause affects each woman differently and will work with you to develop a treatment plan that addresses your individual symptoms and concerns.
I offer one-to-one sessions to women online throughout the UK. Find out more HERE.
I’m an affiliate member of The British Menopause Society and a member of The International Practitioners of Holistic Medicine.
Incorporate Health Benefits
Ensure that your company's healthcare plan includes coverage for menopause-related treatments, including hormone therapy and mental health support.
Communicate the Resources
Make sure employees know where to find these resources, whether through an HR newsletter or team meetings.
So what are the Advantages of providing access to Menopause Resources?
Empower employees with actionable knowledge.
Improves well-being and morale by showing organisational support.
And what are the Disadvantages of providing access to Menopause Resources?
Requires dedicated effort and investment to keep the resources up-to-date.
Employees might not utilise resources unless actively encouraged.
Tips and Best Practices for Supporting Menopausal Employees in the Workplace
Encourage Open Communication
Create a culture where discussing menopause is as normalized as any other health condition. Encourage employees to feel comfortable sharing their experiences and needs without fear of stigma or judgment.
Changes don’t always have to be BIG
Not all accommodations need to be major policy overhauls. Simple changes, like providing fans for hot flashes or access to a wellness room for breaks, can make a significant difference.
Offer Ongoing Education
Menopause isn’t a one-time conversation. Offer continuous learning opportunities through workshops, seminars, or newsletters to ensure the whole team remains informed and supportive.
Train Managers on Sensitivity
Equip managers with the skills to have supportive and confidential conversations with menopausal employees. Make sure they understand the physical and emotional symptoms that can affect performance and well-being.
Common Mistakes to Avoid
Assuming One Size Fits All
Menopause affects each woman differently. Avoid rigid policies that don’t allow for individual flexibility, and instead focus on personalized support.
Ignoring the Issue
Menopause can’t be swept under the rug. Pretending it’s not a workplace concern can lead to higher absenteeism, lower productivity, and a negative company culture. Address it head-on with practical solutions.
Lack of Follow-Up
Providing training or implementing policies without regular check-ins can render them ineffective. Regularly assess what’s working and what needs improvement.
These tips and best practices can help encourage an inclusive, supportive environment for menopausal employees, contributing to a healthier, more productive workplace.
Case Studies - Menopause-Friendly Organisations
Alzheimer’s Society
Alzheimer’s Society has achieved The Menopause Friendly Accreditation in recognition of its high standards and proven practices that embrace menopause in the workplace.
As well as its own workforce, the charity holds in mind the fact that many of its partners, consumers and the wider community may be affected by menopause. Its understanding not just of the demographic of its workforce but the knock-on benefits to customers by being menopause friendly, was praised by the Independent Panel.
Other stand out features of its application:
Its clear commitment to being menopause friendly at all levels of the senior management team, notably the CEO and HR Director
Its culture of embedding menopause into its overall wellbeing, equality and diversity communications and initiatives
The excellent way its policies are brought to life and openly discussed
Its cohesive training plan
The clever way in which it weaves menopause into other long term conditions that rely on open and trusting conversation
The success of its strategy to use its menopause friendly status to attract and recruit new employees who perceive this as a real asset to the organisation.
Tesco
"As the largest private-sector employer in the UK, we have over 130,000 women working for Tesco, and we are absolutely committed to supporting colleagues going through menopause.
In 2019, we signed the Menopause Workplace Pledge, committing to helping colleagues understand and talk openly about menopause.
Since signing, we have introduced a Menopause Guide, breathable fabric for instore uniforms and updated our Sickness & Absence policies so that if colleagues need to take time off due to menopause related symptoms, this is not counted as part of their absence review calculation.
It’s also important that we continue the conversation around menopause, and we do this through quarterly Menopause Awareness Sessions, the Hot@Tesco menopause community as well as line manager upskill training"
Santander
Santander is an international bank with a strong commitment to its employees.
Recognising the need for menopause-specific benefits in their workforce, they have introduced a comprehensive menopause policy and benefits.
In 2020, Santander launched the Peppy app, a menopause benefits provider that allows employees to access support from menopause experts via chat and video call.
Santander also provides webinars and resources to benefit managers by helping them understand how to best support those going through menopause at work.
Timpson
Timpson is one of the first British companies that have taken a proactive approach towards menopause in the workplace.
In October 2021, they launched new menopause-specific benefits which cover the cost of any hormone replacement therapy (HRT) prescriptions for female employees.
This benefit offered by Timpson has provided much needed financial support for those experiencing menopausal symptoms and demonstrates the commitment from senior leadership to supporting and empowering people through all life stages.
By introducing this benefit, they have made clear that they care about providing a safe and supportive environment for their employees, regardless of age or gender, and are proactively combatting adverse work outcomes caused by menopause.
The Timpson support system has created a huge opportunity for more companies to follow suit and introduce similar menopause policies and provisions.
Lloyds Banking Group
With over 23,000 women aged over 40, menopause is one of the most important wellbeing topics in the organisation.
Their Menopause Promise offers access to medical care & wellbeing support, as well as training & education for everyone - they are committed to removing the stigma, so everyone feels informed and comfortable talking about menopause.
They are an Independently accredited Menopause Friendly Employer and finalist in the Menopause in the Workplace Awards.
Aviva
A menopause support app is freely available to all Aviva UK colleagues (including one-to-one phone consultations with a specialist menopause practitioner).
Aviva also offers access to wider wellbeing support to colleagues including online Menopause Awareness training.
This recognises that menopausal women are the fastest- growing demographic at work and focuses on why we need to be talking about menopause, what menopause is and how it can impact a colleague at work.
Frequently Asked Questions (FAQs)
What is menopause training, and why is it important for workplaces?
Menopause training equips workplaces with the knowledge to understand and support employees going through menopause.
It helps reduce stigma, improves communication, and can lead to a more inclusive and supportive work environment.
How can managers support menopausal employees without making them uncomfortable?
Managers should approach the subject with sensitivity and privacy, offering support personalised to the individual’s needs.
Regular training on this topic can help managers navigate these conversations with care.
What are the key benefits of offering menopause training in the workplace?
Benefits include increased employee retention, reduced absenteeism, improved morale, and a healthier work culture that supports diversity and well-being.
Can menopause training help with legal compliance?
Yes, offering menopause training can help employers meet legal obligations under workplace equality laws, ensuring they provide reasonable adjustments for employees experiencing menopause.
What is the Menopause Workplace Pledge?
The Menopause Workplace Pledge is a long-term commitment to changing the culture of your organisation by taking at least one action a year – big or small - in 5 key areas.
Can menopause affect your ability to work?
Yes, menopause can significantly affect a woman’s ability to work due to symptoms like fatigue, difficulty concentrating, anxiety, and physical discomfort.
These symptoms can make daily tasks more challenging, affecting productivity and overall job satisfaction.
However, with the right support, many women can continue to perform well in the workplace.
Why does menopause matter in the workplace?
Menopause matters in the workplace because it affects a significant portion of the workforce—many women are in their career prime during this stage.
Without proper awareness and support, symptoms can lead to reduced productivity, absenteeism, or even early retirement.
A supportive work environment can help women manage symptoms while maintaining their career progression.
What is a menopause-friendly employer?
A menopause-friendly employer is one that recognises the impact of menopause on employees and creates a supportive environment through awareness, education, flexible working arrangements, and access to health resources.
These employers encourage open dialogue and have policies in place to assist menopausal staff, reducing stigma and encouraging retention.
Can menopause make you physically ill?
Yes, menopause can cause a range of physical symptoms such as headaches, joint pain, dizziness, palpitations and gastrointestinal issues.
These symptoms, combined with mental health effects like anxiety or low mood, can make it feel like you’re physically ill.
What is the new law on menopause in the UK?
There isn't yet a specific law dedicated to menopause in the UK, but there are increasing calls for legal protections.
Under the Equality Act 2010, menopause can fall under protections for age, sex, and disability discrimination.
The Equality and Human Rights Commission (EHRC) has recently issued guidance to clarify the legal obligations to workers going through the menopause.
Menopause symptoms can be considered a disability and employers face being sued if they do not make "reasonable adjustments".
What is a menopause workplace policy?
A menopause workplace policy outlines how an employer will support menopausal employees.
It typically includes provisions for awareness training, flexible working, access to health resources, and reasonable adjustments to accommodate those experiencing symptoms.
Such policies aim to create a supportive, inclusive work environment.
Conclusion
Supporting menopausal employees through effective training is not only the right thing to do but also encourages a more productive and inclusive work environment.
By educating teams, offering practical accommodations and creating open lines of communication, workplaces can significantly reduce the negative impact menopause can have on employees.
Ready to take the next step in creating a menopause-friendly workplace?
Contact me today to discuss tailored training and solutions that work for your team.
Resources
DISCLAIMER: This page does not provide medical advice; it is intended for informational purposes only. It is not a substitute for professional medical advice, diagnosis or treatment. Always seek professional medical advice on any of the topics covered on this page.
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