How to Build a Menopause-Inclusive Workplace Culture

Menopause is still widely misunderstood in workplaces, often considered a topic that only affects older women. In reality, menopause is a significant life transition that can begin much earlier than most people realise.

Perimenopause, the stage leading up to menopause, can start as early as 37 and last for a decade or more, often bringing symptoms such as brain fog, anxiety, disrupted sleep, and fatigue. Menopause itself is reached when a woman has gone 12 months without a period, with the average age in the UK being 51. Post-menopause follows this, and symptoms may continue but often stabilise.

This means that many women in their late 30s, 40s, and 50s who are often in senior roles or at the peak of their careers, are navigating menopause while balancing demanding jobs. Yet, most workplaces remain ill-equipped to support them. Without the right structures in place, businesses risk losing skilled, experienced employees who feel unable to manage their symptoms alongside their workload. The solution is not simply raising awareness but embedding menopause into workplace policies, leadership training, and employee wellness initiatives.

Why Employee Assistance Programmes Are Not Enough

Many organisations rely on Employee Assistance Programmes (EAPs) to address health and wellbeing concerns, but these are often inadequate for menopause support. Traditional EAPs tend to focus on short-term mental health interventions and general medical advice rather than specialised hormonal health. Menopause is a long-term transition that requires a more proactive approach, including symptom management strategies, access to specialist guidance, and practical workplace adjustments.

Instead of directing employees to generic EAP services, businesses should consider partnering with qualified menopause wellness consultants who specialise in hormonal health. A trained consultant can deliver tailored guidance, ensuring that employees receive expert-led support rather than generic advice that may not address their specific needs.

Embedding Menopause Support into Workplace Culture

Creating a menopause-inclusive workplace requires more than a policy update. It involves shifting workplace culture to normalise menopause as a standard part of employee health discussions. Here are practical ways to do this:

• Incorporate Menopause into Workplace Policies: Ensure menopause is explicitly included in health and wellbeing policies, just as maternity, mental health, and disability adjustments are. This can include guidance on flexible working, uniform adaptations, and workplace adjustments such as temperature control and quiet rest areas.
• Train Leaders to Recognise and Support Menopause Symptoms: HR teams and senior management should receive training on how menopause affects work performance, so they can provide appropriate support and signpost employees to the right resources.
• Create Menopause Mentorship Programmes: Organisations can establish menopause support networks where post-menopausal employees mentor and guide those in perimenopause, creating a culture of shared knowledge and peer support.

Empowering Line Managers to Provide Meaningful Support

Line managers play a crucial role in fostering a supportive environment for menopausal employees. However, many lack the confidence or knowledge to address the topic effectively. Organisations should equip managers with the tools to:

• Understand the symptoms of perimenopause and menopause
• Recognise when employees may need workplace adjustments
• Offer flexible working solutions where necessary
• Create an open-door policy for employees to discuss concerns without fear of judgement

Confidentiality and trust are key. Employees should feel comfortable speaking to their managers about menopause-related challenges without worrying about career repercussions. Training managers in empathetic communication and reasonable workplace accommodations can significantly improve employee retention and job satisfaction.

Providing Ongoing Support Beyond Initial Training

While awareness training is an essential first step, menopause support should not end there. Businesses should look at long-term solutions that provide employees with continuous access to expert guidance.

• Annual Menopause Wellness Checks: Consider offering free annual menopause wellness checks for all employees over 40. These checks can help identify early symptoms, provide tailored advice, and encourage women to seek medical support before symptoms impact their work and wellbeing.
• One-to-One Consultations: Group training is valuable, but individualised support is just as important. Providing employees access to private menopause wellness sessions with a certified consultant ensures they receive personalised guidance and symptom management strategies.
• Workplace Retreats for Women’s Wellness: Hosting wellness retreats focused on menopause, stress management, and hormonal health can strengthen team relationships while promoting employee wellbeing. These retreats can include expert-led sessions on sleep, nutrition, and exercise to help women build sustainable lifestyle habits.

Building a Practical Menopause Toolkit for Employees

To truly support employees through menopause, workplaces should promote a whole-person approach to wellness. A menopause toolkit can provide employees with practical resources to manage symptoms effectively. This should include:

1. Nutrition – A diet rich in protein, healthy fats, and phytoestrogens can support hormonal balance and reduce symptoms such as brain fog and fatigue.
2. Exercise – Strength training, yoga, and low-impact activities like walking can help maintain muscle mass, bone density, and mental well-being.
3. Sleep Strategies – Encouraging good sleep hygiene, offering quiet rest areas, and recommending sleep aids such as magnesium supplements or lavender sprays can improve rest quality.
4. Stress Management – Mindfulness, deep breathing exercises, and workplace relaxation areas can help employees manage anxiety and overwhelm.
5. Alcohol Reduction – Educating employees about the impact of alcohol on hormonal balance and sleep can encourage healthier choices.
6. HRT and Supplements – Ensuring employees have access to accurate information about Hormone Replacement Therapy (HRT) and supplement options can help them make informed decisions in consultation with their doctor or hormone specialist.
7. Holistic Remedies – Alternative therapies such as acupuncture, meditation, and yoga can complement medical treatments and lifestyle changes for a balanced approach to menopause management.

By offering education and access to multiple support options, organisations empower employees to take control of their menopause journey rather than feeling isolated or unsupported at work.

Why Investing in Menopause Support Benefits Everyone

A menopause-inclusive workplace is not just beneficial for employees; it strengthens the entire organisation. When businesses prioritise menopause support, they see improvements in:

• Employee retention, as fewer experienced staff leave due to unmanaged symptoms
• Productivity, as employees feel better equipped to manage their workload
• Workplace morale, as open conversations reduce stigma and build a culture of inclusivity
• Employer reputation, as organisations become known for their commitment to female workforce wellbeing

With a proactive and supportive approach, organisations can ensure that menopause is no longer an overlooked issue but a standard part of workplace wellbeing strategies. Investing in long-term, expert-led menopause support is not only the right thing to do but a smart business decision that benefits both employees and the organisation as a whole.

Kirsten Kirsten is a certified Menopause Wellness Consultant, specialising in helping organisations build menopause-inclusive workplaces through training, policy guidance, and one-to-one employee support. She provides menopause awareness sessions, leadership training, and private consultations to ensure staff have the knowledge and resources needed to navigate menopause at work. Passionate about women’s health, Kirsten focuses on practical strategies that enhance employee wellbeing, retention, and workplace culture.

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