Supporting menopause in the workplace this October
October marks Menopause Awareness Month, an important opportunity for organisations to shine a light on a topic that affects millions of women at work, yet is still too often misunderstood or overlooked.
At hr inspire, we believe that creating an open and supportive culture around menopause isn’t just the right thing to do, it’s essential for employee wellbeing, retention and inclusion.
Understanding menopause in the workplace
Menopause is a natural stage of life, typically occurring between ages 45 and 55, although symptoms can start years earlier during the perimenopause. Common symptoms such as fatigue, hot flushes, anxiety, sleep disturbance and memory difficulties can have a real impact on an individual’s confidence and performance at work.
According to a recent CIPD study, three in five menopausal women were negatively affected at work, and almost one million left their jobs as a result of their symptoms. For many organisations, that represents a significant loss of experience, skill and talent.
Why employers should take action
Creating a menopause-supportive workplace is not only about wellbeing or compliance, it also makes good business sense. By recognising and responding to the needs of employees going through menopause, you can:
- Reduce absenteeism and turnover by offering practical support and flexibility
- Build loyalty and engagement across your workforce
- Promote diversity and inclusion by supporting women at every life stage
- Strengthen your employer brand through a compassionate and modern approach
Practical steps for employers and HR teams
Here are some simple but effective ways to support menopause in your workplace:
- Start the conversation
Encourage open dialogue. Talking about menopause helps to reduce stigma and ensures employees feel comfortable asking for support. - Introduce a menopause policy or guidance
Clear documentation sets out how the organisation supports employees, outlines reasonable adjustments and demonstrates a commitment to inclusion. - Train line managers
Give managers the confidence and knowledge to have sensitive conversations and make practical adjustments such as flexible hours or changes to the work environment. - Provide practical support
Small changes like offering desk fans, improving ventilation or providing access to rest areas can make a big difference to comfort and wellbeing. - Offer employee assistance programmes (EAPs)
Access to confidential advice and counselling can be invaluable for employees navigating this stage of life.
This Menopause Awareness Month is a great time to review your current practices and open up the conversation. With the right awareness, training and culture, your business can lead the way in supporting employees through menopause and beyond.
How hr inspire can help
At hr inspire, we help organisations of all sizes to create inclusive HR practices and policies that reflect the real needs of their people. Whether you are looking to develop a menopause policy, deliver manager training or carry out a wellbeing audit, our experienced HR Consultants can support you to take practical and meaningful steps.
Together, we can help you build a workplace where everyone feels supported to thrive at every stage of their career.
