Supporting Employees Through Menopause

Fatigue, hot flushes, memory lapses and anxiety are just a few of the challenging symptoms that people going through menopause will face, often while juggling demanding professional roles. Despite this, menopause is still widely misunderstood in many workplaces, leaving employees to “push through” without adequate resources. Research proves that workplace support can make a significant difference: 84% of women who feel unsupported report that menopause symptoms negatively affect their work, compared to 71% of those who receive the necessary help. Businesses cannot afford to ignore this issue if they wish to retain valued staff.

In a recent episode of Tiger Recruitment’s podcast From the Tiger’s Mouth, Jane Leese, Head of the Zurich Office, and Dr Ruqia Zafar, NHS GP and Director of Bioidentical Hormone Replacement Therapy (BHRT) at Future Woman, discussed how businesses can better support employees through menopause. Ruqia highlighted the tangible impacts of menopause on both mental and physical wellbeing and offered actionable steps that HR professionals can take to make a real difference. This blog will explore those insights in-depth, helping your business cultivate a workplace that allows women to thrive through this transition.

What HR Needs to Know About Menopause

The symptoms of menopause and their severity can vary significantly from person to person. Menopause officially begins after 12 consecutive months without menstruation, but the transition phase, known as perimenopause, can start several years earlier. During this time, fluctuating hormone levels cause a range of symptoms, from the more well-known hot flushes and night sweats to less obvious (but equally challenging) issues like brain fog, joint pain and anxiety.

Ruqia explained in the podcast: “There is a common misconception that menopause is just hot flushes, but it goes way beyond that. Symptoms are going to be all over the body and can impact your mental health. So, you might notice that you’re more irritable, perhaps experiencing more anxiety. And for women who already had a history of depression, they may notice that becomes exacerbated.”

Given that the global population of menopausal women is growing, the ripple effects in the workplace are significant. In 2021, women aged 50 and over accounted for 26% of all women and girls globally. This was up from 22% 10 years earlier, as women are living longer. These individuals are often in senior positions, making their experience and knowledge vital to business success. Losing them due to unmanaged symptoms not only negatively affects the individual, but also the company.

Practical Ways to Support Employees Through Menopause

Open Conversations and Awareness Training

Creating an environment where employees feel comfortable discussing menopause openly is the first step toward meaningful support. A workplace that encourages open dialogue helps reduce the stigma that still surrounds menopause. Ruqia emphasised the importance of raising awareness, noting that: “Many employees won’t feel comfortable talking to their manager about their symptoms unless there’s a culture in place that normalises the conversation.”

One way to achieve this is by offering menopause awareness training for all employees. Organisations like the NHS have successfully implemented their own menopause advocates—trained individuals who offer support and resources to those experiencing symptoms.

Incorporating menopause training into your company’s onboarding process can also ensure the issue remains front of mind. Future Woman can provide corporate menopause awareness training to any business looking to open up conversations among colleagues and encourage those experiencing menopause to seek the support they need.

Flexible Working Policies

The symptoms of menopause, particularly fatigue and sleep disturbances, can make adhering to traditional working hours difficult. Implementing flexible working arrangements, such as hybrid models or adjustable start times, can alleviate some of the pressure on employees.

Ruqia recalled an example of a senior employee at the UK Home Office who, after speaking to her manager, was allowed to start her workday later to accommodate severe fatigue. “This simple change allowed her to manage her symptoms without having to take sick leave, and it prevented her from leaving a job she loved,” Ruqia noted. Offering these small but impactful adjustments will allow employees to remain in the workforce.

Physical Comfort and Ergonomics

Employers can make simple adjustments to create a more comfortable working environment for menopausal employees. For example, providing fans for desks can help with hot flushes, while ergonomic workstations can ease the joint and muscle pain that many experience. These accommodations may seem minor, but they can significantly improve day-to-day comfort and productivity.

Mental Health Support

Menopause can bring on or exacerbate anxiety and depression, leaving employees feeling overwhelmed or disconnected. Ruqia stresses the importance of offering mental health resources, such as counselling or peer support groups, to those struggling with the emotional toll of menopause.

Many companies already provide Employee Assistance Programs (EAPs) that include access to therapy or mindfulness workshops. However, tailoring these programmes to address menopause-related mental health issues can make them even more effective.

Nutrition and Wellbeing Initiatives

Good nutrition plays a key role in managing menopause symptoms, but it’s often overlooked. Ruqia advocates for a diet rich in antioxidants, omega-3 fatty acids and protein, which can help reduce inflammation and stabilise energy levels.

Ruqia explained that: “Many of the more troublesome symptoms, like fatigue and joint pain, can be managed better through proper nutrition, but most people aren’t taught to realise this.”

Employers can support this by advocating for balanced meal options in workplace cafeterias, providing healthy snacks in the office (perhaps arranging for a regular fruit basket delivery) or organising nutrition workshops as part of a broader wellness programme. This will not only contribute to the overall health of employees experiencing menopause, but to all staff within the workplace.

Tailored Support Makes the Difference

Menopause is not a one-size-fits-all experience. Some may experience relatively mild symptoms, while others could struggle with debilitating fatigue, anxiety or physical discomfort. The key is to offer individualised support, tailored to each employee’s needs.

This could involve adjusting workloads for those experiencing brain fog or allowing extra breaks during the day. By remaining flexible and responsive to individual needs, employers can help staff navigate this transition while maintaining productivity.

Why Investing in Menopause Support is Good for Business

Businesses that take menopause seriously are not just supporting their employees, they are strengthening their organisations. Women in their 40s and 50s often hold key positions and have a wealth of experience and can’t be easily replaced. Creating an inclusive environment where menopause is openly discussed and support is readily available will increase employee retention and loyalty.

As Ruqia concluded: “When women feel supported through menopause, they are far more likely to stay with the company, and their loyalty and productivity often increase.”

Taking Action

The level of workplace support received by those experiencing menopause can make an incredible difference in their day-to-day lives. From flexible working policies and mental health support to nutritional guidance and physical accommodations, there are numerous ways businesses can make a real impact. The companies that get this right will not only improve employee wellbeing, but also strengthen their workforce for the future.

Supporting your employees through menopause is an investment in both people and performance. To learn more about creating menopause-friendly environments, you can listen to our full podcast with Jane and Ruqia here.

Author Rebecca Siciliano Tiger Recruitment Team