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Navigating Menopause in the Workplace

Menopause is a natural biological process marking the end of reproductive years for women, so every woman will, at some point, go through this process. In the context of menopause in the workplace, understanding and addressing the challenges associated with menopause is crucial to ensure a supportive, inclusive, and productive environment for all employees. This article is a guide for both employers and employees on how to effectively handle menopause in the workplace.

Understanding Menopause:

Menopause typically occurs between the ages of 45 and 55, but the age range can vary due to a variety of medical conditions.  It brings about various physical and emotional changes due to hormonal fluctuations, which can have an impact on an individual's overall well-being and work performance. Common symptoms include hot flushes, night sweats, mood swings, fatigue, difficulty concentrating, and disturbed sleep.

Employer's Responsibilities:

  • Promote Awareness: Employers should proactively promote awareness about menopause in the workplace. This can be done through workshops, seminars, and information to educate employees and managers about the challenges menopausal women might face.
  • Flexible Working Arrangements: Offering flexible working arrangements, such as adjusted hours or remote work options, can be immensely helpful for women experiencing menopausal symptoms. This enables them to manage their work responsibilities while also taking care of their health.
  • Wellness Programs: Introduce wellness programs that focus on physical and mental well-being. Yoga, mindfulness sessions, and stress management workshops can help alleviate symptoms and create a supportive work environment.
  • Access to Support: Ensure that employees have access to the necessary support. This might involve offering access to counselling services or Employee Assistance Programs (EAPs) that can provide guidance on managing menopausal symptoms.
  • Temperature Control and Dress Code: Menopausal women often struggle with temperature regulation. Maintaining a comfortable office temperature and flexible dress codes can help employees manage hot flushes and other physical discomforts.
  • Open Communication: Encourage open dialogue between employees and managers. Create an environment where women feel comfortable discussing their symptoms and any necessary adjustments needed to perform their tasks effectively.

Employee's Role:

  • Self-Care: Menopausal women should prioritise self-care. This includes maintaining a healthy lifestyle, staying hydrated, getting regular exercise, and managing stress through relaxation techniques.
  • Communication: Employees should communicate their needs to their supervisors or HR department. Discussing the challenges faced due to menopause can lead to better understanding, potential workplace adjustments and more effective support.
  • Reasonable Adjustments: Employees can explore reasonable adjustments to their work environment. This might involve changes in their workspace, adjustments in workload, or modifications in working hours to accommodate their symptoms.
  • Medical Advice: If symptoms are severe and impacting work significantly, seeking medical advice is essential. Healthcare professionals can provide guidance on managing symptoms and offer potential treatments.

Creating a Menopause-Friendly Workplace:

Employers should establish clear policies that specifically address menopause-related issues. These policies should outline the support available to employees, flexible working options, and any adjustments that can be made to accommodate their needs. Additionally, training managers and colleagues on menopause awareness and sensitivity will help create a more informed, understanding and empathetic work environment.

Menopause should be considered in diversity and inclusion initiatives. It is important to recognise that this phase of life is an integral part of a woman's journey and must be respected and accommodated. By creating a supportive environment, implementing policies that address menopause-related challenges and promoting open communication, workplaces can become more inclusive and accommodating for women going through this phase of life. Through these efforts, workplaces can empower menopausal women to continue thriving in their careers while maintaining their well-being.

Article by Joanne Fearon, HR Advisor

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Are you an employee or employer seeking guidance on navigating menopause in the workplace? Our HR team is here to help! Reach out to us today for expert advice and resources tailored to your specific needs.

Contact us at or call 01427 420 404 and #oneoftheteam will be able to help.


The information and any commentary contained within these updates are for general information purposes only and do not constitute legal or any other type of professional advice. Stallard Kane does not accept and, to the extent permitted by law, exclude liability to any person for any loss which may arise from relying upon or otherwise using the information contained in these blogs. If you have a particular query or issue, you are strongly advised to obtain specific, personal advice about your issue and not to rely solely on the information or comments in these updates.
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