Menopause in the workplace

Talking about menopause in the workplace is a conversation worth having if you want to foster an inclusive, supportive environment for your team. Whether it's hot flashes, sleepless nights, or brain fog, the effects of menopause can impact employees' work life.

That's where you come in. By understanding menopause, you can create a more supportive workspace and keep productivity up. And if you need expert advice on this, BrightHR's 24/7 employment law helpline is just a phone call away.

What is menopause, and what is its impact on your workplace?

 Menopause is a natural biological process that marks the end of a woman's menstrual cycle, typically occurring between the ages of 45 and 55. It's part of life—but the symptoms can significantly affect how someone feels and performs at work.

Common symptoms of menopause

• Hot flashes and night sweats

• Sleep disturbances leading to fatigue

• Mood changes like anxiety, depression, or irritability

• Memory lapses or difficulty concentrating

• Physical changes such as joint pain, weight gain, and headaches

Impact on work performance

Menopausal symptoms don't just stay at home; they also come to work. Research by the Chartered Institute of Personnel and Development found that 67% of women between the age of 40 and 60 have reported that their menopausal symptoms negatively impacted their work.

Fatigue and concentration issues can reduce productivity, and mood swings or discomfort might lead to absenteeism or presenteeism. In fact, one in ten women has left their job due to the severity of their symptoms, according to the Menopause in the Workplace report by the Fawcett Society.

However, despite the significant impact, a House of Commons Committee report found that only 12% of affected women seek workplace adjustments, often due to concerns about potential reactions. This is why fostering a supportive and open culture is crucial.

If you're unsure how to navigate this, BrightHR's HR document library has templates to help you implement workplace policies tailored to menopause support. You don't have to start from scratch.

Legal considerations and your obligations for menopause at work

Employers in the UK have legal obligations to support employees experiencing menopause. These include two key frameworks: the Equality Act 2010 and the Health and Safety at Work Act.

Equality Act 2010

If the symptoms of menopause have a substantial and long-term impact on an employee's daily activities, they can be considered a disability. In such cases, under the Equality Act, employers must make reasonable adjustments to avoid discrimination. As claims are most likely to be formed around the protected characteristics of sex, age and disability.

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act, you also have a duty of care to provide a safe and healthy workplace. This means considering the specific health risks that menopause can bring, from hot flushes to physical discomfort, and providing solutions, like ergonomic equipment or temperature control.

Need help meeting these obligations? Our employment law helpline is available 24/7 to guide you through the legal requirements and ensure you're always on the right side of the law.

Creating a supportive work environment for menopausal women

Creating a culture where employees feel supported during menopause isn't just good practice—it's essential to maintaining productivity and morale. Here's how you can start fostering that culture today.

Strategies for a supportive culture

• Implement a menopause policy: Download our free menopause policy template. This will provide clear guidelines for your workplace.

• Offer flexible working arrangements: Adjust working hours or provide remote working options to help employees manage fatigue and other symptoms. Simple adjustments like these can go a long way in showing your team you care.

• Educate managers and colleagues: Hold training sessions to raise awareness about menopause and equip managers with the knowledge they need to support affected employees. Education fosters understanding, reducing the stigma around menopause in the workplace.

By taking these steps, you'll make life easier for your team—and create a more inclusive workplace. Want to learn more about supporting your employees? BrightHR's HR guides and templates can help.

The importance of communication and menopause awareness

Nobody likes to talk about menopause, but it's time to change that. Open dialogue helps reduce stigma and creates a culture of understanding.

Promoting open dialogue 

Encourage managers to check in regularly with employees and create a safe space for conversations about menopause. It doesn't have to be a big deal—sometimes, asking, "How can we support you?" is enough.

Developing communication strategies

Use newsletters, workshops, and your intranet to raise awareness and provide information about menopause. Share case studies or success stories highlighting how supporting employees can positively impact them.

Creating a culture of openness helps build trust and encourages employees to come forward with their concerns instead of suffering in silence.

Employee wellbeing and menopause support

Supporting employee wellbeing is vital, especially during menopause. Confidential support and practical resources can make all the difference.

Confidential support services

Provide access to confidential services like an Employee Assistance Programme (EAP), which offer professional counselling and emotional support. This ensures employees feel safe and supported when discussing sensitive topics.

Resources for managing menopausal symptoms

Equip your employees with the tools they need—whether that's access to healthcare professionals, wellness programmes, or informational materials.

Want to take it a step further? Look into BrightHR's wellbeing and counselling services, designed to help employees manage symptoms effectively.

Supporting employees through menopause isn't just about meeting legal requirements—it's about fostering a culture where every employee feels valued and understood. By offering flexible working arrangements, implementing a Menopause Policy, and promoting open communication, you'll meet your obligations and create a more inclusive workplace.

So, why wait? Download your free menopause policy and start making your workplace more supportive today.