This article aims to raise awareness, explain how the menopause can affect people at work, and provide practical guidance on how managers can support staff.
The menopause is a natural stage of life, yet it is still often misunderstood or rarely discussed in the workplace. For many people, symptoms can have a significant impact on both work and home life. For line managers, having a basic understanding of the menopause – and knowing how to offer support – can make a meaningful difference to wellbeing, performance and retention.
Understanding the menopause
The menopause refers to the point in someone’s life when menstrual periods permanently stop, usually due to declining hormone levels. It commonly occurs between the ages of 45 and 55, but it can also happen younger (including those who go through premature or medically induced menopause) or it may happen later in life.
It is important to recognise that the menopause can affect everyone, whether directly or indirectly. Those who are transgender and some non-binary people may also experience menopausal symptoms. Experiences vary widely, and symptoms can begin years before periods stop (known as the perimenopause) and continue after the menopause itself.
The menopause is not an illness, but the symptoms associated with it can be challenging and, for some, debilitating. It affects everyone differently, so no two experiences will be the same.
Symptoms and impact at work
Menopausal symptoms can be physical, psychological and cognitive, and may fluctuate over time.
Common symptoms include:
Physical: hot flushes, night sweats, fatigue, headaches, joint or muscle pain.
Psychological: low mood, anxiety, irritability, reduced confidence.
Cognitive: memory lapses, difficulty concentrating, “brain fog”.
Sleep disruption: leading to tiredness and reduced resilience.
How this may show up at work
At work, these symptoms can affect individuals in different ways, including:
- Reduced focus or decision-making ability.
- Increased stress or overwhelm.
- Changes in confidence or communication style.
- Increased absence or presenteeism.
- Concerns about performance or being perceived as less capable.
Without awareness, these changes may be misinterpreted as a lack of engagement or capability. Understanding the potential impact of the menopause helps managers respond with empathy, and avoid unnecessary escalation.
Why manager awareness matters
Many people experience menopause during key stages of their careers, often alongside other responsibilities, such as caring for children or ageing parents.
A lack of understanding at work can lead to:
- Employees struggling in silence.
- Reduced wellbeing and morale.
- Increased sickness absence.
- Loss of experienced staff.
Conversely, supportive management can help employees remain engaged, productive and valued.
It’s also key to highlight that men should also be included in conversations and training, as they may be supporting someone going through menopause.
Menopause and the law
The Equality Act 2010 doesn’t list menopause as a specific protected characteristic, but treating someone unfairly or placing them at a disadvantage because of menopause-related symptoms could be discriminatory where this is connected to a protected characteristic. Read more about menopause and the law here.
This is why workplace policies and procedures are important, and a policy specifically for the menopause can help staff to feel supported. Acas have included guidance on developing a menopause policy here.
Policies such as equality, sickness absence, flexible working and reasonable adjustments also help ensure employees are treated fairly, consistently and with respect. They also provide a clear framework for managers to follow when offering support or making adjustments.
Managers should familiarise themselves with relevant organisational policies and seek advice from HR or occupational health where needed.
How managers can support employees
Managers do not need to be menopause experts. What matters most is creating a supportive environment where employees feel safe to raise concerns and access support.
Practical methods of support to consider:
- Creating opportunities for private, respectful conversations.
- Listening without judgement or assumptions.
- Taking part in any manager training offered, to help build confidence and abilities.
- Being flexible where possible with working hours or patterns.
- Considering reasonable workplace adjustments (for example temperature control, access to rest spaces, uniform flexibility).
- Reviewing workloads or deadlines during more difficult periods.
- Checking in regularly and agreeing follow-up points.
- Signposting to support both internal and external.
Not everyone will want to disclose personal details, and support should be offered – without pressure to share more than they are comfortable with. It is also important to highlight that menopause screening is to be included as part of the NHS health checks for over 40s – with rollout due in 2026.
Supporting discussions about menopause
Starting a conversation can feel uncomfortable for both managers and employees, but keeping the focus on work impact and support can help.
Helpful conversation starters could include:
“I wanted to check in as I’ve noticed you seem under more pressure recently. Is there anything affecting you at work that we could support with?”
“If there’s anything impacting your wellbeing or work at the moment, we can look at adjustments or support options.”
Good practice for managers:
- Keep conversations confidential.
- Avoid minimising someone’s experience.
- Focus on what would help at work.
- Reassure employees that seeking support will not negatively affect their role.
What employees can do to support themselves
Employees may find it helpful to:
- Make an appointment with their GP if symptoms are affecting daily life.
- Track symptoms to identify patterns or triggers.
- Prioritise rest, hydration, nutrition and gentle physical activity.
- Make use of workplace policies, adjustments or support services.
- Speak to a manager or HR representative when ready or if they feel comfortable doing so.
- Managers can support this by normalising conversations and encouraging use of available resources.
Signposting and support
Managers should be familiar with the support available within their organisation, which may include:
- Occupational health services for assessment, advice and workplace adjustments.
- Employee Assistance Programmes (EAPs) offering confidential emotional and
- practical support.
- HR policies related to menopause, wellbeing, flexible working or reasonable adjustments.
- Reputable external resources such as NHS guidance or specialist charities.
Clear signposting helps ensure employees are not left to navigate support alone.
Final thoughts
Menopause is a natural life stage, but its impact can be significant and deeply personal. By increasing awareness, approaching conversations with compassion, and offering practical support, managers can help reduce stigma and create a more inclusive and supportive workplace.
Small actions, such as listening, flexibility and signposting, can have a lasting positive impact on wellbeing, performance and employee retention.
Further support
NHS Employers – Menopause and the workplace.
Acas – Menopause at work.
Faculty of Occupational Medicine and the Royal College of Physicians – Guidance on menopause and the workplace.
CIPD – Menstruation and menstrual health in the workplace.
Ref: WPW0344 This content was published February 2026.
