In our previous blogs, we explored the significant impact menopause can have on employment. Nearly all women acknowledge that it affects their ability to perform at work, with some even reducing their hours or leaving their jobs entirely due to symptoms. However, this doesn’t have to be the case. The challenges women face during menopause are well-documented, as are the solutions to address them. What we need is a level playing field. Since menopause exclusively affects women, its impacts are protected under the Equality Act, with legal precedents already set. Despite this, and the clear guidance on what needs to be done, many women continue to struggle. Why is this still happening?
The truth is, we don’t really know—we have to guess. Partly, it’s likely due to ignorance; unless you’ve experienced it, why would you think about it? Organisations are not typically skilled at recognising individual experiences. It’s probably also an issue of communication between employees and line managers. Do managers ask? Should they ask? And what should they do when a problem arises?
Education on menopause is generally inadequate. Many women do not always recognise their symptoms as being related to menopause and often feel uneasy discussing them. Despite the availability of national guidelines and a wide range of specialised support services, significant inertia remains. As a result, many women continue to face challenges, leading to job losses and a reduction in income and pension benefits.
Since 1974, the Health and Safety at Work Act has provided a crucial framework for workplace wellbeing. This legislation requires employers to make reasonable adjustments to support employees with health issues, enabling them to perform their roles effectively. Additionally, employers have a legal duty to safeguard the health and welfare of their workforce—a responsibility that plays a particularly vital role in supporting women experiencing menopausal symptoms. Moreover, if symptoms are related to menopause (including perimenopause), the Equality Act comes into play. Because these symptoms are unique to women and not experienced by (cis) male colleagues, failing to adapt workplace conditions in response to them constitutes discrimination.
What helps?
Policies: Workplaces with specific menopause policies tend to foster a more open environment, where staff feel supported in discussing their symptoms (CIPD). Since January 2023, UK Government advice has recommended that all companies implement a menopause policy.
Physical environmental factors: Room temperature, access to water, and access to toilet facilities should all be considered and improved if necessary. Uniform fabrics should not exacerbate hot flushes or discomfort; they should be made from natural materials and fit well. If these criteria are not met, appropriate adaptations should be implemented.
Support: It is crucial for women to feel supported by colleagues and managers. Menopause can be an isolating and lonely experience, despite the fact that half the population goes through it. It is often not discussed, and symptoms may sometimes go unrecognised as being caused by menopause. Poor concentration, low mood, and anxiety are frequently put solely down to an overwhelming schedule, caring for elderly parents, or dealing with challenges involving children—all of which often occur during the peak age for menopause symptoms, between 50 and 54.
Manager training: It is crucial not only to raise awareness of the challenges faced by women during this period but also to equip managers with the knowledge and skills to address these issues effectively. Legal disputes have occurred in cases where discriminatory comments were made by colleagues or supervisors. Providing workforce training can promote understanding, encourage open dialogue, and help create a more inclusive workplace environment.
Some organisations have taken menopause awareness and training to a high level. Betty’s Group, the famous Betty’s Tearooms and also makers of Yorkshire Tea, found that after workforce training a support café sprung up, and a network was organically established for their 4000 employees. Betty’s is held up as a leading example by the UK Government as how to support women through their menopause.
It’s hard to measure the impact of developing a positive menopause ethos. Employers who understand their legal obligations, and recognise that all their female colleagues will be affected, implement policies and training are likely to benefit from improved efficiency, staff retention and lower costs. This is seen repeatedly in the comments from employee feedback.
Bringing menopause conversations into the workplace is a vital step toward normalising the challenges women face. By fostering awareness, we can reshape expectations and create meaningful change. Employers must actively ask how they can provide support and develop a structure and culture that not only identifies issues but responds to them effectively. Achieving this will shift attitudes, ensuring that women are not subjected to discrimination, maintain equal earning opportunities, build stronger pension pots, and feel empowered to pursue promotions. Addressing menopause in the workplace doesn’t just solve a professional issue—it transforms the broader impact of menopause on women’s lives.
