Practical tips for supporting employees experiencing menopause symptoms

Menopause is a natural biological process that marks the end of a person’s menstrual cycles and reproductive years, typically occurring between the ages of 45 and 55, though it can happen earlier or later.

Perimenopause is the transitional phase leading up to menopause, when the body begins to gradually produce less oestrogen. It can start several years before menopause and typically lasts between 4 to 8 years.

Menopause is a vital conversation for leadership teams and HR managers to have in the workplace. The issue is especially timely, with rising retirement ages leading to a growing proportion of older women in the workforce, meaning increased likelihood of workers experiencing perimenopause or menopause while still actively employed. Employers need to ensure women have the support they need to work effectively, and so we put together a handy guide for supporting employees experiencing menopause symptoms.

What is the law around menopause support in the workplace?

Menopause is not currently recognised as a standalone protected characteristic under the Equality Act 2010. However, employers have a duty to ensure the health, safety, and welfare of their employees under the Health and Safety at Work etc. Act 1974.

In addition, menopause cases in the tribunal have been brought under existing protections related to sex, age, and disability to safeguard workers from discrimination, harassment, and victimisation.

What impact does menopause have on businesses?

According to the DWP’s 12-month menopause progress report, 84% of people who are unsupported stated that menopause symptoms have a mostly negative effect on them at work, 17% considered leaving their job due to a lack of support with their symptoms, and 6% had to leave work entirely.

Trapped in a circular dilemma, we often find that symptoms affect work, and work affects the often-lengthy list of sometimes unexpected symptoms, such as dry eyes, pins and needles in extremities, irregular heartbeat and panic attacks. Other key symptoms affecting employees’ ability to work include:

• Fatigue
• Hot flushes
• Difficulty focusing or concentrating
• Anxiety and worry
• Insomnia
• Problems with recall.

Conversely, top issues in the workplace affecting symptoms of menopause include:

• High temperatures and humidity
• Poor ventilation
• Lack of access to quiet or restful spaces or toilets
• Noise distractions
• Dry air from air-conditioning units
• Rigid working patterns that mandate early starts or preclude rest breaks when required.

The physical and psychological effects of menopause can have a profound impact on confidence and make it harder to perform at work. Many people find their symptoms embarrassing and try to hide them, causing stress and even exacerbating problems.

Often affecting employees at a senior level with vital experience, knowledge, and leadership skills, menopause is a critical issue for businesses. Losing these employees not only impacts continuity and institutional memory but also removes valuable role models for younger women. Recruiting to replace experienced staff can be costly, as can increased sick leave if employees feel unable to cope in the workplace. Furthermore, without appropriate support, businesses risk discrimination claims, making it essential to address menopause proactively and sensitively.

What adaptations can be made?

Employers should consider the following:

• Ensuring temperature controls can be adjusted to suit weather conditions
• Creating break-out areas or quiet working areas to prevent distractions
• Ensuring the working schedule is manageable, and employees are taking regular breaks
• Ensuring workstations are comfortable
• Implementing flexible working policies so employees can adjust their working day to work from home or finish early if menopause symptoms are affecting their ability to carry out their duties
• Implementing training for line managers or HR teams, and creating a forum for employees to connect with the relevant people in the business.

What is a Menopause Inclusion Framework?

Businesses have a duty of care for employees and so should consider implementing a Menopause Inclusion Framework to raise awareness, reduce any taboos and create a culture of open conversation and support for colleagues experiencing symptoms.

It is also important to educate managers and team leaders to ensure that they are directly relaying the support and information available to their teams and are equipped to best support team members.

The framework should be regularly reviewed.

How to start the menopause conversation at work

• Allow time to make changes
• Do your research
• Explore solutions together with colleagues at all levels
• Agree and communicate next steps and actions. Stay in touch with colleagues to provide regular updates and share information
• Ensure accessibility by making it clear who to speak to, how to contact them and allow safe spaces for conversations.

A great way to get discussions underway is by sharing information or launching a policy during Menopause Awareness Month, which takes place in October every year.

Other key considerations

• Ensure you have a written menopause policy
• Clearly communicate the policy so employees are aware of it and the support available
• Direct employees to use the Employee Assistance Programme in your workplace for mental health support
• Consider reviewing other company policies such as flexible working, diversity or absence policies to include menopause.
• Consider nominating “menopause champions”, who meet regularly, share information and lead discussions on supporting colleagues in the workplace
• Produce and circulate internally a factsheet on menopause symptoms via the company intranet, or other communications channels
• Host internal awareness training sessions.
• Consider adding a menopause app to any private healthcare options available and consider providing access to private GPs and specialists.

Juliette Franklin, Legal Director in the Employment team at Acuity Law, says:

“While there’s no legal requirement for a menopause policy, having one demonstrates a commitment to equality, supports legal compliance, and helps create a fairer, more supportive workplace.”

If you would like to discuss steps that your business can take to support colleagues experiencing menopause, or any concerns or questions, please contact our Acuity Employment team.