Navigating Menopause in the Workplace: A Guide for Managers


As the world gears up to observe World Menopause Day on October 18th, it’s crucial to recognise that menopause is not just a personal matter; it’s a workplace issue too. At Business Health Matters, we are committed to helping Lancashire businesses supporting their employees through all stages of life, and menopause is no exception.

In this blog post, we’ll shed light on the significance of World Menopause Day and discuss how managers can play a pivotal role in supporting employees going through this natural life transition.

Menopause Matters in the Workplace

Menopause is a natural biological process that marks the end of a woman’s reproductive years. It typically occurs between the ages of 45 and 55, but the exact timing can vary. Menopause brings about a range of physical and emotional changes, including hot flashes, mood swings, and sleep disturbances. These changes can impact an employee’s overall wellbeing and, subsequently, their performance at work. Hence, it’s essential for organisations to understand the challenges and complexities associated with menopause and take proactive steps to support their employees.

How Managers Can Support Employees Going Through Menopause

  • Open Communication: Create an environment where employees feel comfortable discussing menopause-related issues. Encourage open and honest conversations, allowing employees to share their experiences and concerns without fear of judgment. Managers should be empathetic and understanding, actively listening to their employees’ needs.
  • Flexible Work Arrangements: Consider offering flexible working hours or remote work options. Menopause symptoms can vary in intensity and duration, so providing flexibility allows employees to better manage their work and health during this time.
  • Education and Training: Knowledge is power. Provide training and resources to raise awareness about menopause in the workplace. Help employees and managers understand its physical and emotional effects. Education can reduce stigma and foster a more supportive atmosphere.
  • Wellness Programs: Implement wellness programs that focus on nutrition, stress management, and exercise. These initiatives can support employees’ overall wellbeing and help them better cope with the physical and emotional challenges of menopause.
  • Adjustments to the Workplace: Make necessary physical adjustments to the workplace, such as temperature control or comfortable seating, to create a more comfortable environment for employees experiencing menopausal symptoms.
  • Mental Health Support: Recognise that menopause can sometimes lead to emotional challenges, such as anxiety and depression. Promote mental health initiatives within the organization, including access to counselling or support groups.
  • Flexible Leave Policies: Develop flexible leave policies that allow employees to take time off if needed to manage their symptoms or attend medical appointments. This flexibility ensures that employees prioritise their health when necessary.
  • Awareness Campaigns: Run internal awareness campaigns about menopause to destigmatise it and create a more inclusive workplace culture. When everyone understands menopause better, it becomes easier to provide the necessary support.

Supporting employees through menopause isn’t just a compassionate gesture; it’s a strategic move that benefits both individuals and organisations. By implementing these strategies and fostering a workplace culture of understanding and empathy, managers can create a more inclusive and supportive environment for all employees. This World Menopause Day, let’s stand together for the health and well-being of everyone in our workforce.

Did you know Business Health Matters run bespoke workplace wellbeing initiatives tailored to female health? Check out the full list of products here