Menopause in the workplace: How can employers support women and boost productivity?

 

When you think of menopause, hot flushes might be the first symptom that comes to mind. But did you know that the effects can be far more extensive? While 70% of women experience hot flushes, many also face joint pain, itchy skin, thinning hair, brain fog, anxiety, mood changes, and even genito-urinary symptoms. 

 

These symptoms can significantly impact daily work life. A CIPD survey found that 79% of women experiencing menopausal symptoms feel less able to concentrate at work, and 68% report increased stress. 

 

The topic of menopause at work has become increasingly urgent as we recognise its substantial impact on working lives.  

 

"In my opinion, it's long overdue that people are talking about this," Helen explained during the podcast. She noted that wider public awareness began growing significantly around 2021, partly due to Davina McCall's Channel 4 documentary "Sex, Myths, and the Menopause," which sparked important conversations. 

 

According to research Helen shared in the podcast, approximately 6% of women leave their jobs because of menopause, while one in six consider leaving. More recent data from shows that nearly a quarter (23%) of working women have considered quitting due to menopause symptoms, with 14% actively planning to hand in their notice. 

The Faculty of Occupational Medicine reports that nearly 8 out of 10 menopausal women are in work. With one-third of the workforce soon to be over 50 and retirement age now at 68, this represents a significant proportion of experienced, skilled workers. 

 

An important insight from the podcast was how menopause symptoms can be misinterpreted. Helen explained: "If somebody has experienced a hot flush in a meeting, it may look like they're very anxious. If they're trying to hide it, then it ends up becoming worse because the more that you feel shame about your hot flush, the worse, the longer it lasts." 

 

She continued: "If somebody just assumes that that's anxiety, then they might put a whole load of expectations or judgments upon that person and their ability to present in a meeting... when actually it's to do with their hormones rather than anxiety." 

 

Steven reflected on the tendency for leaders to make quick judgments: "I think it's very easy to almost unconsciously get into that judging situations and people's behaviours. It's important, I guess, as leaders, that we make an effort to understand rather than judge, to actually take a moment, take a breath, and try and work out what's going on before we jump to conclusions." 

 

The podcast explored how menopause can amplify neurodivergent traits. Helen explained that symptoms like brain fog, mood issues, forgetfulness, and emotional reactivity often overlap with ADHD symptoms. 

 

"What happens for women who have been coping with neurodivergence, perhaps undiagnosed neurodivergence... is either in teenage years or in menopausal years [is when] they're most likely to be diagnosed with ADHD or autism," Helen noted. This is because "those symptoms are very similar." 

 

She explained that women often develop excellent coping strategies throughout their lives, but "in menopause, everything just gets amplified, and so it becomes much harder to manage those coping strategies." For women experiencing both neurodiversity and menopause, symptoms like brain fog and forgetfulness can become significantly worse. 

Menopause doesn’t just cause discomfort, it’s pushing experienced, skilled women out of the workforce altogether. According to research by the Fawcett Society, one in 10 women have left a job because of menopause symptoms. Many more have considered it. That’s a huge loss of talent, leadership, insight, and experience. 

 

The saddest part? Most of these exits are preventable. Often, all that’s needed is an understanding line manager, flexible working arrangements, and adjustments that show care and common sense. Instead, too many women face stigma, embarrassment, or fear being judged as incapable. 

 

We know that people are your greatest asset. Losing women who are often at the peak of their careers is avoidable. When you put the right support in place, you not only help those women stay, but you show that your organisation is one where people can grow and stay well. 

 

It’s worth noting that menopause doesn’t just affect cisgender women either. Trans men and non-binary people may also go through menopause or experience hormone-related symptoms. A truly inclusive workplace takes that into account too. 

So, what does good support look like? It starts with listening. Creating a menopause-friendly workplace involves practical, cultural and clinical support. You don’t have to do everything all at once. Small steps over time will make a big difference. 

 

Start by creating a culture where people feel they can talk about it. Encourage open conversations without forcing them. Consider developing a menopause policy that sets out what support is available, from flexible working to access to healthcare advice. An Acas survey found that 81% of employers believe it's important to support staff experiencing menopause at work, yet just a quarter of employers have a menopause policy in place. Make sure that line managers feel confident talking about menopause and know how to respond sensitively. 

 

Practical changes can include: 

 

 

Training makes a huge difference. Whether it’s a short session for managers or workplace-wide awareness days, education helps break down stigma and builds empathy. 

 

Helen said in our podcast episode: "Make sure that people understand what those symptoms might be because there's such a huge range of menopause symptoms." This training helps ensure "that women aren't being penalised for something that is a change that is beyond their control." 

 

Helen Bennett speaks about her own experiences and how small adjustments from employers changed everything. Those adjustments show that meaningful support is often about thoughtful, human-centred actions. 

It’s easy to think menopause is a private matter. The reality is, it’s a workplace issue that affects your sickness rates and productivity. If someone is taking more sick days, struggling with concentration, or feeling anxious in meetings, it’s not “just hormones”. 

 

Proactive workplace healthcare can reduce sickness absence, improve morale and make sure your team stays strong and stable. And in a tight labour market, it’s also a key way to retain valuable staff. 

 

More than that, it’s about living your values. At Verve Healthcare, we work with organisations who care about their people, not just about performance.  

 

While the podcast focused primarily on practical support, it's worth noting the legal framework surrounding menopause at work. As outlined by the Local Government Association, menopause itself isn't a protected characteristic under the Equality Act 2010, but employees experiencing symptoms may be protected under age, sex, disability, and gender reassignment discrimination laws. 

 

Employers also have a duty of care under the Health and Safety at Work Act 1974 to ensure the health, safety, and wellbeing of all employees. This includes considering any workplace factors that might worsen menopausal symptoms. 

 

Steven asked about the Employment Rights Bill, which proposes that companies with 250+ employees should develop specific plans to support people experiencing menopause. Helen explained that having a policy is just the first step-putting it into practice is what really matters. 

 

And let’s be honest: no one wants to work somewhere that brushes off genuine health challenges. Wouldn’t you rather be known as the place that gets it right? 

At Verve Healthcare, we’ve spent over 30 years in the NHS and health sector, and we bring that depth of knowledge to every workplace we support. But more than that, we bring love, trust and accessibility because we know that healthcare should feel human, not transactional. 

 

When you work with us, you get customisable support tailored to the wellbeing of your workforce. We believe that a healthy, happy and productive workforce doesn’t happen by accident. It comes from care and planning. Menopause support is part of that picture. 

 

When Steven asked for key takeaways for HR leaders and business owners, Helen advised: "I think the really big thing is to talk, ask the right questions, ask questions of people around you, ask questions of family members who are experiencing menopause. What was it really like for you? How did that impact you at work? What could make your life easier?" 

 

The podcast highlighted the importance of opening up conversations about menopause as part of a broader culture of empathy and support.  

 

As Helen put it: "The more that work can be an empathetic and caring culture, the more likely it is that you'll be supporting those people and you won't be losing that great amount of talent that we lose in businesses at the moment when women leave because of menopause." 

 

🎧 Don’t forget to watch or listen to our podcast where Steven Pink and Helen Bennett dig deeper into the unseen impacts of menopause in the workplace. It’s a powerful listen and a great place to start if you're wondering where to begin. 

 

It is available here: 

 

👂Spotify 

👂Apple Podcasts 

👂Amazon Music 

👂YouTube