Five ways to truly support workers during menopause

Since 2016, when not a single workplace had a menopause policy, we have seen a huge shift in attitudes, understanding and actions among employers. In 2023, results of the CIPDs Menopause in the workplace report found that one in four organizations have a policy and nearly 50 percent have taken steps to make menopause easier.

Committed to training and taking action, these inspiring employers committed to menopause-friendliness are expanding knowledge and raising awareness. More and more companies have been independently assessed for their work and awarded Menopause Friendly accreditation.

However, there is still a long way to go before all organizations are supportive of menopause, and talking about menopause is a normal conversation where everyone understands the facts and knows how to access and offer support. The good news is that you can start making menopause easier today by taking a few simple steps:

1. Start the conversation

The first thing we can all do to change hearts and minds and remove stigma and taboo during menopause is to start the conversation. It can be difficult for many people to talk about, but when they do, they are surprised at how many others join in the discussion. Sharing stories and experiences is important to show people that they are not alone. Support groups and networks can provide important support to individuals while supporting senior management initiatives that truly help colleagues.

2. Listen and learn

Ask your employees what really helps them. Find out what’s stopping them from doing their best at work and ask what you can do about it. Use their answers to design your program to be a menopause-friendly employer. Visit regularly to assess your progress and consider next areas to address.

Make training widely available so that everyone, from managers to HR teams, department heads to junior staff, can learn more about menopause, what to look for and how to approach colleagues who ask to talk about it.

Ensure all employees have access to menopause policies, guides and resources.

3. Make reasonable adjustments

Look at your physical workplace environment: Consider how you can improve ventilation, offer desk fans, provide access to cool fresh water, offer free menstrual products, and relax uniform rules for your employees to keep colleagues comfortable throughout the day. Can you also think about flexible working hours? Simple adjustments that often cost little money can make a big difference for people.

4. Create a safe space

Creating a safe space where people can talk about menopause without embarrassment is critical to their psychological safety. Create resources and support tailored to your workplace and share them on your work intranet.

Educate menopause champions and allies at all levels and across all departments to make menopause an inclusive conversation. Don’t exclude men or younger colleagues: everyone needs to know about menopause at work and at home.

Provide resources on your company’s intranet and give people confidential access to key support and information sources.

5. Welcome back to menopause

Menopause-friendliness is not just about retaining valuable staff, but also about welcoming highly qualified and experienced employees back after a career break. Current statistics show that one in four women considers quitting their job due to menopause, and one in ten actually leaves.

Don’t write off menopausal women who have left the workplace. With the right level of support, they can be successful at work and help close your talent gap. Many women who leave jobs early are highly qualified and experienced, but menopause has weakened their confidence and damaged their self-esteem. An employer who supports menopause has all the knowledge and skills to bring these people back. Not only will this increase diversity in the workforce, but their experience will also be valuable in overseeing menopause-friendly efforts.

For the growing number of Menopause Friendly Accredited companies, now is the perfect time to re-engage menopausal workers.

Deborah Garlick is CEO and founder of Henpicked: Menopause in the Workplace, director of Menopause Friendly and co-founder of Revive & Thrive