Menopause is a natural life transition, yet it remains a topic rarely discussed in the workplace. Despite affecting a significant proportion of the workforce, there continues to be stigma surrounding menopause, leaving many employees to suffer in silence.
This silence can exacerbate mental health challenges and significantly impact job performance. In fact, two-thirds (67%) of women aged 40 to 60 in employment with menopausal symptoms report that these have had a mostly negative effect on them at work [CIPD Menopause in the Workplace].
The Stigma Surrounding Menopause
To truly address menopause and its effect in the workplace, we must first confront the societal views of midlife women. The stereotypes and stigma surrounding menopause often cast menopausal women as less capable, over-emotional, or even invisible. When you think of a menopausal woman, what comes to mind? Unfortunately, these stereotypes are rarely positive, compassionate, or empowering. This lack of understanding leads many women to feel misunderstood and undervalued, adding emotional strain during an already challenging time.
As a therapist, I’ve worked with many women who reach perimenopause and menopause and are stopped in their tracks by unexpected symptoms. Physical symptoms like hot flushes, fatigue, and joint pain can combine with cognitive challenges like brain fog, memory lapses, and difficulty concentrating. These symptoms, compounded by anxiety or low mood, can feel overwhelming. For some, this leads to seeking help from a GP or mental health professional.
For others, they simply suffer in silence, fearing judgement or misunderstanding from colleagues and employers. It’s also important to note that while menopause typically occurs in midlife, it can happen earlier, including through treatment-induced menopause, and it affects trans and non-binary people with ovarian systems as well.
The Psychological Impact of Menopause
From a psychological perspective, menopause is a profound shift in a woman’s sense of self. Much like the transitions we experience in childhood or adolescence, menopause marks a new phase of life, where we must adjust to changing hormones, energy levels, and social roles.
Supporting Employees Through Menopause
For employers, the key is to create an environment that understands and supports this transition. Menopause is not an illness; it’s a natural stage of life, one that with the right understanding and adjustments, women can navigate with resilience and strength. Due to a lack of support in relation to their menopause symptoms, around one in six people (17%) have considered leaving work, and a further 6% have left work [CIPD Menopause in the Workplace]. This should not be happening in our workplaces, and there are many ways to easily integrate support for your employees.
Create Open Conversations
Employers must take the lead in breaking the silence around menopause. Create a culture where employees feel safe to discuss their symptoms and needs without fear of judgement. Having open, compassionate conversations can help reduce feelings of isolation and provide employees with the support they need.
Provide Workplace Adjustments
Simple, practical adjustments can make a significant difference. For example:
- Allowing flexible working hours can help employees manage fatigue or disrupted sleep patterns.
- Ensuring access to quiet, cool spaces can provide relief for those dealing with hot flushes or sensory overload.
- Offering the option to work from home or remotely can help employees avoid stressful commutes or distracting environments.
Develop a Menopause Policy
Creating a clear menopause policy helps formalise support and ensures that all employees know their rights. This policy can outline available adjustments, health resources, and how managers can offer support. It should also address the legal protections menopause intersects with, including age, sex, and disability discrimination laws. This policy should be easily accessible for all employees to see, as another benefit of creating a menopause policy is that it will be a lot clearer for employees to realise that there is support, especially if they are reluctant to ask.
Train Management and HR Teams
Managers and HR teams should be trained on how to recognise menopause-related symptoms and how to offer support. Training can include identifying common symptoms like brain fog, anxiety, and fatigue, and responding with empathy and practical solutions.
Encourage Mental Health Support
Menopause can trigger or amplify mental health challenges such as anxiety, low mood, and grief. Providing access to mental health support, like Cognitive Behavioural Therapy (CBT), can be incredibly beneficial. CBT helps women understand and manage their thoughts, behaviours, and emotions during this transitional phase. Employers can offer mental health support through Employee Assistance Programs (EAPs), in-house mental health resources, or by offering time off for therapy.
Consider Neurodiversity
For employees who are neurodiverse—such as those with ADHD, dyslexia, or autism—menopause can amplify existing challenges. Hormonal changes during menopause can affect cognitive function and emotional regulation. Employers should be aware of this and offer additional support or adjustments, such as task management tools, extended deadlines, or reduced sensory stimuli in the workplace.
It’s important to recognise that menopause isn’t just a challenge to overcome—it can also be a time of transformation that can last a long time. By creating menopause-friendly workplaces, employers not only support their current workforce but also cultivate a culture of inclusivity that benefits everyone. Women at all stages of life—whether experiencing early menopause, treatment-induced menopause, or the natural transition—deserve to feel empowered, valued, and supported in their professional lives.
Gemma Bowden
Gemma Bowden is an accredited Cognitive Behaviour Therapist of over 13 years. She is also an experienced CBT clinical supervisor and a trained High Intensity Therapist (HITT) since 2008. Gemma has held various leadership and managerial roles in the mental health and wellbeing sectors, and is a member of the BABCP, involving herself in various special interest groups from Neurodiversity to Workplace Wellbeing. Her professional interests focus on mental health and wellbeing challenges surrounding Peri-menopause and Menopause.
