Menopause at work: Is your organisation doing enough?

Can employees talk about menopause openly?

If someone feels uncomfortable mentioning menopause at work, they may be less likely to ask for help.

Managers don’t need to be medical experts, but they should feel confident having respectful conversations about health and wellbeing.

That starts with creating a culture where conversations about menopause aren’t embarrassing, dismissed or treated as something that should be kept private.

Do managers know what support is available?

Policies are only useful if managers understand them.

Managers should know:

• Where employees can go for support
• What workplace adjustments may be available
• How to approach sensitive conversations
• When HR should become involved
• How to maintain confidentiality and dignity

Training managers can make a significant difference because they are often the first person an employee speaks to.

Have you considered practical adjustments?

Small changes can make a significant difference.

Depending on the individual’s circumstances, employers could consider things such as:

• Improved ventilation or access to a cooler workspace
• Flexible working arrangements
• Adjustments to working hours where appropriate
• Access to suitable toilet or changing facilities
• Opportunities to take short breaks
• Providing access to drinking water
• Adjusting uniforms or workplace clothing where practical
• A quieter or more comfortable working environment

There is no universal list of adjustments that will work for everyone.

The most useful approach is to ask the employee what would help.

Does your wellbeing approach include menopause?

Menopause shouldn’t sit in isolation from your wider approach to employee wellbeing.

Consider how menopause fits alongside your existing policies and support around:

• Health and wellbeing
• Flexible working
• Sickness absence
• Mental health
• Occupational Health
• Equality, diversity and inclusion
• Reasonable adjustments

Looking at these areas together can help ensure your approach is consistent and supportive.

Creating a culture where people feel comfortable asking for help

Perhaps the biggest change organisations can make is cultural.

A menopause policy can be useful, but it won’t solve the problem if employees are worried about being judged for using it.

Managers and leaders have an important role to play in normalising conversations about menopause.

That might mean talking about menopause alongside other workplace health issues, providing clear information, signposting employees to support and making it clear that asking for help will not be viewed negatively.

It also means avoiding assumptions.

Someone experiencing menopause may be performing brilliantly. They may also be struggling significantly. You won’t necessarily know unless you create an environment where people feel able to talk about it.

A simple menopause at work checklist for employers

If you’re reviewing your approach to menopause at work, ask yourself:

• Do our employees know where to get support?
• Are our managers confident discussing menopause sensitively?
• Do we have clear guidance for managers?
• Have we considered practical workplace adjustments?
• Does our flexible working approach support employees experiencing menopause?
• Do our sickness absence and wellbeing processes allow for individual circumstances?
• Do employees know they can speak to HR confidentially?
• Are we creating a culture where menopause can be discussed without embarrassment?
• Do we review support with the individual rather than making assumptions?

You don’t need to have everything perfect.

The important thing is to start the conversation.