Note: While we use the term ‘women’ in this article, we acknowledge that menopause and menopausal symptoms can affect a diverse range of people, including trans men, non-binary individuals, and intersex people who experience hormonal changes. We also recognise that hormonal changes can affect men, including those experiencing what is sometimes referred to as “male menopause” or andropause. Any gendered language used is for ease of communication and is not intended to exclude anyone from the conversation.
According to a study by the CIPD, two-thirds (67%) of women aged 40 to 60 say menopause has had a negative impact on them at work. Furthermore, the study also found that companies are losing around one in six individuals due to menopause related symptoms. Yet, despite statistics like these, menopause is still largely absent from workplace policies, training, and culture. This silence leaves many to cope alone; affecting not only their career progression and job satisfaction, but also their overall well-being and quality of life.
What is the menopause?
To drive meaningful change, we must first understand what the menopause is and the profound effects it has in diverse and often invisible ways. While every experience is different, there are a number of symptoms that are commonly reported during menopause, many of which can have a significant impact on daily life and work performance. These can include:
- Hot Flushes
- Fatigue
- Depression or Low Mood
- Joint or Muscle Aches
- Insomnia
- Brain Fog and Memory lapses
- Anxiety
Although the menopause most commonly affects women between the ages of 40 and 60, it can occur at any age due to a range of medical and hormonal factors. Treatments such as chemotherapy or radiotherapy, surgical procedures like hysterectomy or oophorectomy, genetic conditions, or premature ovarian insufficiency can all trigger menopause earlier than expected.
How does the menopause effect working life?
Menopausal symptoms can have a profound impact on individuals in the workplace, often interfering with their ability to thrive in roles they’ve spent years building. With symptoms ranging from brain fog and anxiety to fatigue and joint pain, the effects can be both physically and emotionally draining. These challenges can undermine confidence, productivity, and progression, not because of a lack of ability, but because workplaces too often fail to recognise and support women through this natural stage of life.
The CIPD study also found that:
- Over half of respondents (53%) were able to think of a time when they were unable to go into work due to their menopause symptoms.
- Around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms, and a further 6% have left work.
- On the topic of career progression – 19% say menopause symptoms have had a quite negative impact and 8% say the impact has been very negative
Though workers should be protected and supported, as highlighted by the Equality and Human Rights Commission:
‘Under the Equality Act 2010, workers are protected from discrimination, harassment and victimisation on the basis of protected characteristics including disability, age and sex.
If menopause symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, these symptoms could be considered a disability. If menopause symptoms amount to a disability, an employer will be under a legal obligation to make reasonable adjustments. They will also be under a legal obligation to not directly or indirectly discriminate because of the disability or subject the woman to discrimination arising from disability.’
There is still much work to be done to ensure women receive the support, recognition, and resources they need whilst they go through the menopause.
Supporting menopause in the workplace
Companies should acknowledge menopause within their policies by recognising it as a significant health and workplace issue, ensuring appropriate support, flexibility, and inclusivity for affected employees. Some ways to support employees may include:
Offer Flexible Working Arrangements – The menopause can be both physically and mentally exhausting; where applicable, offer working from home arrangements. Alternatively, create physical spaces that offer ventilation, cold water and allow employees to wear breathable uniforms that make them feel comfortable.
Promote Open Conversations – Many women endure the menopause in silence, often out of fear of discrimination, judgment, or the stigma that still surrounds the topic. This lack of openness can lead to isolation at a time when understanding and support are most needed. By creating safe, respectful spaces for open conversation, without making individuals feel exposed or vulnerable, employers can reassure women that they are not alone. A visible, compassionate approach to menopause support can make a powerful difference in both individual well-being and workplace culture.
Provide Training and Recourses – It’s essential that all managers and HR staff receive proper education on menopause, including the wide range of symptoms and the challenges it can present. With better understanding, they’ll be equipped to offer meaningful, empathetic support to employees. In addition, providing resources, such as access to expert advice, counselling services, or health information, can empower women to manage their symptoms both inside and outside the workplace.
Insightful Reading and Helpful Resources
https://www.daisynetwork.org for individuals with premature ovarian insufficiency.
https://menopause.org/wp-content/uploads/workplace/TMS-Making-Menopause-Work-Employer-Guide.pdf
https://www.mind.org.uk/information-support/tips-for-everyday-living/menopause-and-mental-health
https://themenopausecharity.org
Navigating perimenopause and menopause as a trans person: challenges, insights, and support
