Menopause in the Workplace

August 27, 2026
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Menopause is a natural stage of life that can affect people in different ways, including their health, wellbeing and ability to work. As more people continue working through their 40s, 50s and beyond, menopause is increasingly recognised as an important workplace issue. However, stigma, a lack of understanding and uncertainty about what support is available can make it difficult for employees to talk openly about their experiences. In this article, we’ll explain why menopause is an important workplace issue and why we should be seeking more clarity and information on how to support employees with menopause in the workplace.

group of women in the workplace

What is Menopause and How Does it Affect Work?

Menopause refers to the point in time when a person has their last menstrual period. However, menopause is part of a longer transition that can begin several years before this point and continue long afterwards. Understanding these different stages can help employers and employees recognise that symptoms may change over time:

  • Perimenopause is the period leading up to menopause when hormone levels begin to change. Symptoms can start during this stage, even though someone is still having periods.
  • Menopause is reached when someone has not had a menstrual period for 12 consecutive months. The average age of menopause in the UK is around 51, although it can happen earlier or later.
  • Postmenopause refers to the period after menopause. Some symptoms may improve after menopause while others can continue for several years.

Sometimes, menopause can begin earlier in life than normal. Early menopause happens between the ages of 40 and 44, while menopause before the age of 40 is known as premature menopause. Medical or surgical menopause can also happen as a result of certain treatments or surgery.

Some people have few or no symptoms of menopause while others experience symptoms that significantly affect their everyday lives, particularly at work. Common symptoms of menopause include:

  • Hot flushes and night sweats.
  • Difficulty sleeping and tiredness.
  • Headaches and migraines.
  • Joint and muscle aches.
  • Changes to menstrual periods.
  • Anxiety, low mood or depression.
  • Mood changes and irritability.
  • Difficulty concentrating or remembering things.
  • Reduced confidence.
  • Palpitations.
  • Changes to sexual health.
  • Brain fog.
  • Increased sensitivity to heat.

The symptoms associated with menopause can affect someone at work in a number of ways. For example, poor sleep caused by night sweats could lead to fatigue and difficulty concentrating the following day. Anxiety or reduced confidence could make meetings, presentations or other situations more challenging, while hot flushes could become particularly uncomfortable in a hot workplace or when wearing a uniform.

woman experiencing hot flush at work

The Impact of Menopause Symptoms on Women in the Workplace

Menopause can have a significant impact on someone’s working life, but the effects are not always visible to colleagues or managers. For example, an employee may be dealing with fatigue, anxiety, pain or difficulty concentrating while appearing to be working as normal.

Stigma around menopause can make this particularly difficult. Some people may feel embarrassed about discussing symptoms and others may worry that colleagues or managers will see them as less capable, unreliable or difficult to work with.

Many women are reluctant to seek support because of concerns about stigma and the possible impact on how they are viewed at work. This means that an employee might not explain why they are struggling. Instead, they may take sick leave without mentioning menopause, try to work through their symptoms or avoid asking for changes that could make their working day easier.

There can also be an impact when someone remains at work but is struggling to function at their usual level. This is sometimes referred to as presenteeism, where someone is at work but their health or other circumstances affect their productivity. Conversely, menopause symptoms can contribute to absenteeism, when someone needs to take time away from work.

For employers, losing experienced employees can mean recruitment costs, loss of knowledge and skills, reduced productivity and additional pressure on other members of the team. A recent Department for Work and Pensions (DWP) review identified estimates of around £1.5 billion in annual costs to the UK economy associated with unemployment related to menopause, alongside £191 million associated with absenteeism and £22.4 million associated with presenteeism.

woman in distress at work

Menopause in the Workplace Statistics

Research into menopause and employment continues to develop, but existing UK evidence demonstrates that menopausal symptoms can have a meaningful impact on people’s working lives. Some useful statistics include:

  • 73% of women aged 40 to 60 surveyed by the CIPD had experienced symptoms associated with the menopause transition.
  • 67% of those experiencing menopausal symptoms said they had experienced a mostly negative effect at work.
  • 53% said they had been unable to go into work at some point because of their menopause symptoms.
  • 24% said their organisation had a stated menopause policy or other support measures, while 43% said they did not and a third did not know.
  • More than a quarter said menopause symptoms had a negative impact on their career progression.
  • 17% had considered leaving work because of a lack of support related to their menopause symptoms and a further 6% had left work.
  • More than 10% of respondents said they had experienced discrimination because of their menopausal symptoms.

Menopause Support in the Workplace

Good menopause support doesn’t have to involve expensive or complicated measures. The most effective approach is usually to create an environment where employees can talk about their needs and work with their manager or HR team to find practical solutions. Employers can take the following steps to develop a more supportive workplace:

Make practical environmental adjustments drop down menu

The working environment can make menopause symptoms easier or harder to manage, so employers should consider whether changes could reduce discomfort and help employees remain at work. Possible adjustments include:

  • Improving ventilation or providing access to a fan.
  • Allowing employees more control over the temperature of their immediate working environment where practical.
  • Providing access to cool drinking water.
  • Making sure toilets are easily accessible.
  • Providing a suitable private or quiet space where someone can take a short break if needed.
  • Reviewing uniforms to consider whether the material, fit or layers could increase discomfort.
  • Considering the workplace environment when carrying out health and safety risk assessments.

Offer flexibility where possible drop down menu

Flexible working can help employees manage symptoms without having to take unnecessary time away from work. Depending on the role, this could include:

  • Adjusting start and finish times.
  • Allowing additional or more frequent breaks.
  • Offering home or hybrid working where practical.
  • Making temporary changes to working patterns.
  • Considering changes to duties where appropriate.
  • Allowing time away from work for menopause-related medical appointments where this can be accommodated.

 

There’s no legal entitlement to paid time off specifically for menopause-related medical appointments, but an employee may have rights to time off under their contract or other relevant workplace policies. Employers should also consider whether reasonable adjustments are required where menopause symptoms amount to a disability.

Have clear policies and guidance drop down menu

A menopause policy explains what employees can expect, what managers should do when someone asks for support and makes clear who employees can speak to and how sensitive conversations will be handled. The menopause policy should complement existing policies rather than operate in isolation, so employers should consider how menopause relates to their:

  • Health and safety policy.
  • Wellbeing policy.
  • Equality, diversity and inclusion policies.
  • Flexible working policy.
  • Sickness and absence procedures.
  • Performance management procedures.
  • Reasonable adjustments process.

Provide peer support drop down menu

Some employees may feel more comfortable speaking to a colleague rather than approaching their manager or HR team. A menopause or wellbeing champion can provide an informal point of contact and help direct employees towards reliable information and workplace support.

 

Employers could also consider setting up a menopause support network or running awareness sessions. A Menopause Café is another possible approach, providing an informal space where people can talk about menopause and share experiences.

 

Note that peer support should always be voluntary and inclusive. Employees should not be expected to share personal experiences publicly or become a source of medical advice for colleagues.

Train managers drop down menu

Managers have an important role in creating a workplace where people feel comfortable asking for support. They don’t need to be menopause experts, but they should understand the basics and know how to respond appropriately. ACAS recommends training managers, supervisors and team leaders so they understand the effects of menopause, the relevant law and the support available within their organisation. Menopause training helps managers to:

  • Understand what menopause is and how symptoms can affect work.
  • Recognise that menopause affects everyone differently.
  • Start sensitive conversations without making assumptions.
  • Listen without judgement.
  • Understand the organisation’s policies and available support.
  • Know when HR, occupational health or another professional service should be involved.
  • Consider reasonable adjustments where appropriate.
  • Manage absence and performance fairly.

Menopause Rights at Work

If menopause symptoms are affecting your work, you can speak to your manager, HR department or occupational health team about the support you may need. You don’t need to share every detail about your health. Instead, explain how your symptoms affect you at work and what changes could help, such as flexible working hours, additional breaks or changes to your working environment.

Menopause isn’t a protected characteristic under the Equality Act 2010, but those experiencing menopause symptoms may have protection under other relevant characteristics such as age, sex or disability. In some circumstances, menopause symptoms may meet the legal definition of a disability. Where this applies, employers have a legal duty to make reasonable adjustments to reduce or remove workplace disadvantages. Employees may also be protected from discrimination or harassment related to a protected characteristic.

If you need support, consider which symptoms affect your work and what changes could help. You could:

  1. Arrange a private conversation – ask your manager or HR for a confidential discussion.
  2. Explain the impact – focus on how your symptoms affect you at work, rather than sharing unnecessary personal information.
  3. Suggest adjustments – this could include changes to working hours, additional breaks or environmental changes.
  4. Agree and review the arrangements – your needs may change over time, so adjustments should be reviewed where appropriate.

ACAS recommends agreeing workplace changes in writing and checking regularly that they are working. If you’re concerned about discrimination or reasonable adjustments, then you can also seek advice from ACAS, your trade union or an appropriate legal adviser.

Menopause can affect people at work in many different ways, but the right support can make a significant difference. By creating an open culture, training managers and making practical adjustments where needed, employers can help employees stay healthy, productive and engaged at work.

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Human Resources