Supporting Menopause in the Workplace

October is Menopause Awareness Month. It's a topic that is rightfully at the front and centre of focus within corporate world. But for SMEs you might need some more guidance on this topic. In this article we identify how business leaders can turn menopause from a hidden challenge into an opportunity for inclusion, retention and wellbeing.

World Menopause Day

Not only is this month dedicated to the topic there is a specific day. Every year on 18 October, World Menopause Day raises awareness about menopause, its symptoms, and the support options available.

Menopause isn't just a 'women’s health issue', it’s a workplace issue. Many employees (and prospective employees) are navigating perimenopause or menopause at some point in their careers. A supportive environment not only reduces stigma but also safeguards productivity, engagement and retention.

Here at Hello People Solutions we believe that this day is a powerful reminder: supporting menopause well is an essential pillar in creating inclusive, healthy organisations.

The impact of Menopause at work

To build the business case for action within your SME, it’s useful to understand how menopause can affect employees and by extension, colleagues and your business:

• Prevalence of symptoms: a large share of women in midlife experience symptoms such as hot flushes, sleep disturbance, brain fog, mood changes, fatigue, and more

• Work outcomes: symptoms can lead to reduced concentration, increased absenteeism, performance dips, or even people considering reducing hours or leaving their roles

• Organisational culture matters: in research program, supportiveness and access to adjustments made a real difference in how people experienced their work during menopause transitions

• Gap in support: many organisations still lack formal menopause policies or awareness, it's an even bigger amount of SMEs who haven't considered the topic. The Equality & Human Rights Commission emphasises that employers should understand their legal obligations around supporting menopausal employees (more on this here: https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers)

Clearly, menopause support is not a 'nice to have' within your SME, it’s a strategic imperative for any forward-thinking employer.

What Employers should do

We've provided some practical steps and best practices. What follows are actionable steps business owners, company directors and senior leaders to embed menopause support in policies, culture and operations.

Raise awareness and normalise the conversation

• Provide training and educational sessions on menopause for both employees and managers

• Use internal communications (intranet, newsletters, noticeboards, posters) to share information, myths versus facts, and stories

• Do something for World Menopause Day to mark the topic

• Consider appointing menopause champions; staff who can offer peer support, signpost resources, and maintain momentum

Introduce a menopause policy or framework

• A formal policy signals that menopause is taken seriously, and clarifies what support employees can expect

• Ensure the policy includes guidance for line managers, so they know how to handle conversations, adjustments and confidentiality

• Include a process for reasonable adjustments (akin to disability adjustments) for example. temperature controlled office spaces, flexible work, rest breaks

Offer flexible working arrangements and practical adjustments

• Flexible hours, hybrid/remote working, or shift adjustments can help employees manage symptom variability

• Adjust workplace environment: improve ventilation, allow fans or desk fans, ensure access to cool drinking water, and allow dress code flexibility if possible

• Provide more frequent breaks or 'cool-off' zones

• Review uniform requirements where applicable, providing lighter or alternative uniform options can help

Leverage health, wellbeing and support services

• Ensure that your health benefits (EAPs, counselling, occupational health) include menopause-relevant support (e.g. specialist referrals) if you provide them to your employees

• Provide access to menopause resources, networks, or external experts who can deliver workshops or one-to-one sessions if required

Train line managers to lead with sensitivity

• Equip managers with conversation guides, tip sheets, and the 'do’s and don’ts' when employees disclose menopause challenges

• Encourage regular check-ins and wellbeing conversations (without waiting for formal disclosure)

• Emphasise confidentiality, empathy and avoiding assumptions (don’t assume someone is menopausal unless they disclose it)

Monitor, evaluate, and iterate

• Collect anonymous feedback or surveys from staff about how well menopause support is working

• Track relevant metrics: sickness absence, retention, engagement scores, exit interviews

• Adjust policy and practice over time based on feedback and evolving needs

• Share successes and learnings internally to build momentum and visibility

Overcoming challenges and common misconceptions

• 'Menopause is a private issue — not a workplace issue.' 

  Actually, many symptoms manifest during working hours. Employers have a duty to support health and safety, and failure to do so may lead to claims of discrimination if adjustments are ignored.

• 'Adjustments are costly or disruptive'

  Many adjustments can be low-cost (for example desk fans, dress code flexibility, flexible hours). Cultural change is the bigger challenge.

• 'Everyone’s experience is different'

  This is very true, a one-size-fits-all approach won’t work. Tailored conversations and solutions are essential

• 'Only women benefit'

  We'd advise that it's better to be mindful of using statement such as this, inclusive language is critical in today's workplaces.

How Hello People Solutions can help

At Hello People Solutions, we specialise in supporting businesses and organisations through people-centric transformation.

For Menopause support, we offer:

• Menopause policy design and implementation – from drafting to communication planning.

• Manager and employee training workshops – to build awareness, empathy and capability.

• Menopause audits and risk assessments – reviewing existing culture, facilities and policies.

• Ongoing coaching and consultation – as SMEs iterate and refine their support.

We believe menopause support isn’t just about mitigation, it’s about enabling everyone to thrive through all life stages. If your organisation would like to explore how to embed menopause support into your HR framework, we’d be delighted to help you become a menopause-friendly employer.

World Menopause Day is a reminder of this important topic, but true progress happens every day. By acknowledging the realities of menopause, normalising open dialogue, and embedding practical support, employers can:

• Improve retention and engagement

• Protect organisational reputation and inclusion

• Reduce the hidden cost of unmanaged symptoms

Let’s make menopause in the workplace visible, supported, and normalised.

Contact Hello People Solutions today, and let’s take the first step together.