Menopause is a natural life stage, but for many employees, it can bring a range of physical and emotional symptoms that affect their wellbeing and ability to work comfortably. While menopause impacts everyone differently, it’s important for employers to understand how they can support staff in a practical, sensitive and inclusive way.
Start with awareness
A great starting point is to raise awareness across the workplace. Menopause is still considered a taboo subject in some work environments, which can make some employees reluctant to seek support. By talking openly and sharing accurate information, employers can help to normalise the conversation.
Simple steps might include:
- Sharing educational resources
- Signposting to trusted organisations like the NHS for further information
- Holding awareness sessions or including menopause in wellbeing discussions
Encourage open communication
Staff experiencing the menopause may feel anxious about raising concerns. Creating a culture where employees feel safe to speak about their health and ask for support and adjustments is key.
Line managers play a big role here. Training managers to have supportive conversations, maintain confidentiality and be open-minded can make a huge difference. Managers could include a general standing question about overall employee wellbeing in their 1-1s and this then opens the door to a conversation if the employee wants to share any issues or concerns and demonstrates a caring approach.
Encouraging these regular check-ins and making space for open dialogue (without requiring employees to disclose more than they’re comfortable with) builds trust and strengthens relationships.
Offer practical support and reasonable adjustments
There’s no one-size-fits-all approach to supporting someone going through menopause. The symptoms and experiences vary greatly from one person to another, but common workplace challenges include fatigue, hot flushes, anxiety, memory difficulties (often described as brain fog) and disrupted sleep.
Where possible, employers should offer flexibility and reasonable adjustments. These might include:
- Flexible working hours or hybrid working options
- Access to fans or a work space which is in a cooler part of the workplace
- Allowing regular breaks
- Providing quiet or private rest areas
- Additional time to complete tasks
- Providing instructions and guidance in writing to help prevent memory issues
- Reviewing absence or performance policies to ensure they don’t unfairly penalise menopausal symptoms
Listening to what each individual’s needs and adapting things accordingly is often more effective than having a rigid policy. You might also want to engage with an occupational health specialist who can carry out an assessment and recommend reasonable adjustments for employees experiencing menopausal symptoms.
Develop a clear menopause policy or guidance
While it’s not a legal requirement, many employers find it helpful to develop a menopause policy. This helps clarify the organisation’s approach and ensures consistency.
A good policy might include:
- A brief explanation of menopause and its impact
- Supportive measures and adjustments available
- Manager responsibilities
- Signposting to internal and external resources
Including menopause within broader wellbeing or equality strategies can also reinforce your organisation’s commitment.
For examples and inspiration, Henpicked: Menopause in the Workplace provides templates, toolkits, training and resources designed for employers.
Understand the legal context
While menopause is not a protected characteristic in itself under the Equality Act 2010, employees experiencing menopause may be protected from discrimination, harassment or unfair treatment related to age, sex or disability.
Employers have a duty to ensure that their workplace is safe and non-discriminatory. If menopausal symptoms amount to a disability under the law, employers must consider reasonable adjustments.
There have also been several high-profile employment tribunal cases where menopause-related discrimination was successfully challenged. Understanding the basics of your legal responsibilities helps protect your people and your business.
You can read more about the legal aspects via ACAS‘s menopause at work advice.
Build an inclusive culture
Supporting menopause shouldn’t be a one-off initiative or limited to a certain demographic. Everyone benefits from a more open, supportive workplace and access to information.
Inclusive practices might include:
- Involving all genders in awareness training
- Encouraging peer support networks or creating menopause champions
- Including menopause in EDI (Equality, Diversity and Inclusion) strategies and training
Supporting employees experiencing the menopause doesn’t have to be complicated. With the right information, a willingness to listen, and a few practical adjustments, employers can make a meaningful difference.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog 5 Simple Steps to Improving Employee Wellbeing
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
