Menopause In the Workplace: Why It’s a Big Deal
Let’s talk about the M word…. Menopause. It’s been a social taboo for decades - and in the workplace? Practically invisible. But with more women working later into life and the workforce ageing across the board, it’s no longer something employers can brush aside or file under “not our problem.”
Because here’s the deal: menopause directly affects how people feel, think, sleep, and perform at work. We’re not suggesting you need to become a menopause guru, but you do need to create a workplace that supports people through it, as you would any other condition that has a significant impact on a person.
Like any issue that affects health, well-being, and performance, menopause deserves space at the table. And if that makes you a little uncomfortable? Keep reading.
What menopause really looks like at work (and why you should care)
Let’s cut through the myths: menopause isn’t just about hot flushes and hand-held fans. It’s a whole-body, whole-mind shift that’s a completely normal part of ageing for all biological females.
Typically, it affects people in their mid-40s to mid-50s, but the transition (hello, perimenopause) can kick off as early as your 20s (yes, really.)
And while the symptoms vary, the greatest hits usually include: brain fog, fatigue, low mood, anxiety, stress - and the chart-topper? Sleep disruption. Not exactly helpful when you’re leading a team meeting, trying to remember your login, or just attempting to survive Monday without crying into your keyboard.
And the impact isn’t just personal, it’s commercial:
67% of women aged 40–60 say menopause negatively affects their performance at work.
1 in 10 leave the workforce entirely.
That loss? It’s costing UK businesses a whopping £1.5 billion a year in experience, productivity, recruitment, and retention headaches.
Over 4.5 million women aged 50–64 are currently working in the UK (and that’s without counting those navigating perimenopause in their 30s and 40s). So no, this is not just a “women’s issue.” It’s a business issue. And if you’re not talking about it, you’re probably already feeling the impact - whether you’ve clocked it or not.
Here’s what’s at stake if you don’t take it seriously:
Legal risk: Menopause symptoms can fall under the Equality Act (covering age, sex, and disability discrimination). Newsflash: tribunal claims are on the rise.
Productivity: When symptoms are unaddressed and unsupported, performance, energy and engagement take a hit.
Reputation: How you support menopause speaks volumes about how you support your people. Being proactive and not just reactive on this is where you want to be.
Think strategic, not just supportive
Let’s be clear, this isn’t just about writing a menopause policy, popping it in your HR folder, and calling it a day. This is about stepping back and asking a bigger question:
“How do we create a workplace where people can thrive at every stage of life?”
Menopause support shouldn’t be a standalone initiative or a knee-jerk response to a trend. It should sit alongside your broader wellbeing, retention, and inclusion strategy. That means weaving it into leadership development, line manager training, internal comms, and your culture - not just handing out leaflets and hoping for the best.
At Streetwise HR, we help businesses see this for what it really is: a long-term, strategic priority, not a box-ticking exercise. And no, it doesn’t need to be complicated or expensive. It just needs to be intentional and consistent.
Here’s what real support can look like:
Flexible working options to help manage symptoms like fatigue and brain fog.
Manager training so they can have informed, confident conversations (without awkwardness).
A dedicated menopause policy or at the very least, clear inclusion within your wellbeing approach.
Small but mighty workplace adjustments - think private spaces, uniform tweaks, temperature controls, and pads and towels in your workplace toilets.
A culture of openness, where talking about menopause isn’t met with blank stares or nervous shuffling.
Don’t just assume, ask. Talk to your team and find out what they actually need. Then put support in place that helps them stay, thrive and contribute at their best.
What Should You Do Next?
If you're thinking “Right, this matters - now what?”, start here:
Review your current policies: Do they mention menopause? Are they inclusive? Are they actually used?
Open up the conversation: Normalise talking about menopause in the same way you would any other health or wellbeing issue.
Train your managers: Not to be medical experts, but to lead with empathy, flexibility, and confidence.
Work with a strategic HR partner: to turn good intentions into practical, business-aligned actions. (That’s us, Hi!)
Join our webinar
We’re teaming up with Zoe Jaemy Phoenix, Menopause & Mental Wellbeing Specialist, for an online webinar that goes deeper into everything we’ve covered and more.
You’ll walk away with a ‘Menopause Aware’ badge, CPD points and practical know-how to build a genuinely inclusive workplace where people feel seen, supported and able to thrive.
Find out more and book your spot here
Can’t wait for the webinar?
Get in touch with us to talk policies, training, and how to embed menopause into your wider people strategy.