🌸 Menopause and the Workplace: A Patient-Friendly Guide

Women over 50 are the fastest-growing group in the UK workforce, bringing invaluable skills, experience, and leadership. Yet, many feel their careers are negatively affected by menopause symptoms — sometimes even leading them to reduce hours, miss promotions, or leave work altogether.

The good news is that menopause is being recognised more widely, and with the right support, women can continue to thrive in their careers while managing symptoms with confidence.

Who Can Be Affected?

• The average age of menopause is 51, but it can happen earlier, suddenly (e.g. after surgery), or later.

• People who are non-binary, transgender, or intersex may also experience menopause symptoms, either naturally or due to treatments.

• Menopause experiences are also shaped by culture, health, and personal circumstances.

• Partners, relatives, carers, and colleagues can be indirectly affected and play an important role in offering support.

How Menopause Symptoms Impact Work

Menopause symptoms can last 4–8 years, which means they overlap with a significant part of working life. Common challenges include:

• Sleep problems and night sweats → daytime fatigue, poor concentration, forgetfulness.

• Hot flushes → can be embarrassing, stressful, and reduce confidence.

• Psychological effects → anxiety, low mood, panic attacks, loss of confidence.

• Physical symptoms → joint pain, headaches, heavy or irregular periods, fatigue.

A 2023 CIPD survey of over 2,000 women found that:

• 73% had experienced menopause symptoms.

• Two-thirds reported a negative effect on work, including reduced concentration and increased stress.

• 53% had missed work due to symptoms, but many didn’t feel able to tell their manager the real reason.

• Around 1 in 6 had considered leaving work, and 6% had already done so due to lack of support.

Gender Roles and Added Pressure

Many women also carry the majority of domestic and caregiving responsibilities (National Centre for Social Research, 2023). This “double burden” can increase stress and make symptoms harder to manage.

Workplace Support Matters

The difference that understanding, flexibility, and small adjustments can make is huge. Support can include:

• Access to fans, ventilation, and cool drinking water.

• Flexible breaks and rest areas.

• Adjustments to uniforms or clothing.

• Options for hybrid or flexible working, and reducing night shifts.

• Clear menopause policies and peer support networks.

• Education and training for managers to build empathy, trust, and confidence in having open conversations.

No two women experience menopause in exactly the same way — so the most effective workplaces use a “cafeteria approach”, where a range of support options are available for people to choose from.

Legal Protections

• Equality Act 2010: While menopause isn’t a separate protected characteristic, discrimination linked to age, sex, disability, or gender reassignment can apply.

• Employment Rights Bill 2024 (expected into law 2026): Will require larger employers to have a “menopause action plan” and encourage all employers to consider adjustments.

• Health and Safety at Work Act 1974: Employers must assess risks, which includes supporting employees experiencing symptoms.

The law is moving in the right direction, but what matters most day-to-day is whether an organisation listens, adapts, and creates an inclusive culture.

Final Thoughts

Menopause can feel overwhelming, especially when symptoms spill over into working life. But you are not alone — many others are experiencing the same challenges, and more workplaces are recognising the importance of menopause support. With the right adjustments, you can continue to thrive at work, progress in your career, and feel valued for the wealth of experience you bring. 💙

References

• CIPD (2023). Menopause in the workplace: Employee experiences in 2023.

• CIPD (2023). Menopause at work: Guide for people managers.

• ACAS (2022). Menopause at work.

• National Centre for Social Research (2023). British Social Attitudes 40: Gender roles.

• NHS Employers (2024). Menopause and the workplace.

• BMA (2020). Challenging the culture on menopause for working doctors.

• The Lancet (2024). 403(10430):877.