Managers guide to supporting Menopause at work

Introduction

Menopause is a natural stage of life that can affect employees’ wellbeing and performance at work. As a manager, your role is to create a supportive and inclusive environment where employees feel comfortable discussing menopause-related challenges and accessing the support they need. This guide provides practical advice on how to support employees going through menopause.

Understanding Menopause

Menopause typically occurs between the ages of 45 and 55, though it can happen earlier or later. Symptoms vary but may include:

• Hot flushes and night sweats

• Fatigue and disrupted sleep

• Anxiety, mood swings, and depression

• Difficulty concentrating or memory problems (“brain fog”)

• Joint pain and headaches

• Increased need for toilet breaks

These symptoms can impact an employee’s ability to work comfortably and productively.

Creating a Supportive Workplace

Managers play a key role in fostering an open and understanding workplace culture. Consider the following actions:

• Encourage open conversations: Create a culture where employees feel safe discussing menopause-related concerns without fear of stigma or discrimination.

• Be flexible: Offer adjustments where possible, such as flexible working hours or remote work options.

• Lead by example: Talk openly about menopause and promote awareness initiatives.

• Respect confidentiality: Treat all conversations sensitively and do not disclose personal information without consent.

4. Reasonable Adjustments

Many employees experiencing menopause will benefit from small adjustments. Examples include:

• Temperature control: Providing desk fans or adjusting office temperatures.

• Flexible working: Allowing remote work, later start times, or reduced hours if needed.

• Uniform modifications: Offering breathable fabrics or alternative workwear.

• Access to quiet spaces: Allowing short breaks in quiet areas for those experiencing fatigue or anxiety.

• Support with workload: Adjusting deadlines or reassigning tasks if concentration is affected.

5. Managing Conversations

When discussing menopause with an employee:

• Choose a private, comfortable setting.

• Ask open-ended questions, such as “How can we support you?”

• Listen actively and avoid making assumptions.

• Focus on practical solutions and adjustments.

• Follow up regularly to check how they are doing.

6. Absence and Performance Management

Menopause-related symptoms may contribute to increased absences or performance issues. When addressing these:

• Be mindful of the impact of menopause and consider reasonable adjustments before formal action.

• Ensure menopause-related absences are recorded separately where possible to avoid triggering absence-related disciplinary processes.

• Offer support rather than punitive measures, such as signposting to occupational health or employee assistance programmes.

7. Raising Awareness and Training

To build a menopause-friendly workplace, consider:

• Providing training for managers on menopause awareness.

• Including menopause as part of health and wellbeing initiatives.

• Sharing resources, such as NHS guidance or menopause support groups.

8. Further Support

If an employee needs additional support, direct them to:

• Occupational health services

• Employee assistance programmes (EAPs)

• External organisations such as Menopause Support or the NHS menopause hub