With almost 5.5 million women in employment in the UK aged between 45 and 60, a significant proportion of the workforce is likely to be navigating the menopause transition. In healthcare alone, more than 70% of the workforce is female, making menopause awareness not simply a wellbeing issue, but a workplace necessity.
Menopause is far from a one-size-fits-all experience. For some women, symptoms may be barely noticeable. For others, it can feel as though their reliable internal operating system has suddenly installed an update without warning. One third of women experience symptoms severe enough to significantly impact their daily lives.
Managers have a duty of care to offer support during this stage of life. Aside from being the right thing to do, supportive workplaces often benefit from reduced sickness absence and improved productivity. Many women struggling with symptoms find themselves grappling with tasks that previously felt effortless, which can be frustrating and damaging to confidence.
Without adequate support, women experiencing severe symptoms are also more likely to reduce their working hours or leave their roles altogether. The cost of replacing experienced staff, alongside the increased pressure placed on already stretched teams, can be considerable.
Workplaces are also changing. Managers are often getting younger, with many talented professionals progressing through their careers at impressive speed. While this is positive, it can create anxiety for women experiencing menopause. Some feel uncomfortable discussing symptoms with younger female managers who have not yet reached this stage of life, while others worry that male managers may struggle to appreciate the full impact these symptoms can have. Add in a workforce full of energetic twenty-somethings who seem able to survive on three hours of sleep and an iced coffee, and it is easy to see why some midlife women begin to question themselves.
Yet the reality is that menopause is not a sign of decline. Women at this stage of life often bring decades of experience, knowledge, resilience and leadership skills. What they need is understanding and support, not silence and stigma.
As part of my role, I deliver menopause awareness training for managers and staff. The response has been overwhelmingly positive, with sessions filling quickly and requests for additional dates growing month by month. This demonstrates that organisations increasingly recognise the importance of creating menopause-friendly workplaces.
Training helps managers develop the skills and confidence to have appropriate and supportive conversations. It encourages open communication, highlights flexible working options, and raises awareness of workplace policies that can support employees experiencing symptoms. Many organisations are also introducing menopause champions, helping to promote a culture where people feel safe discussing their needs without embarrassment.
I support both teams and individuals with menopause wellbeing in the workplace and consistently find that those who engage with training and support services are better able to identify and remove barriers that menopause can unintentionally create. The result is often a happier, healthier and more productive workforce.
After all, menopause is a natural life stage, not a performance management issue. When workplaces embrace that reality, everybody benefits. And if we can talk freely about deadlines, staffing pressures and the office air conditioning temperature, surely we can talk about menopause too.
Leave a comment