Menopause is a normal stage of life, but that does not mean it is always easy to navigate at work. For some employees, menopause-related symptoms can affect concentration, sleep, confidence, energy levels or comfort throughout the working day. The right workplace support can make a meaningful difference, without needing to be complicated or expensive.
So, how can employers support staff during menopause? Start by listening to your employees, building awareness across your organisation, giving managers the confidence to have supportive conversations and considering practical changes that reflect individual needs. There is no single approach that works for everyone, which is why a menopause-friendly workplace should focus on understanding rather than assumptions.
Create a workplace where employees feel comfortable talking about menopause
One of the biggest barriers to menopause support at work can be the workplace culture itself.
If menopause is rarely discussed, an employee may feel uncomfortable asking for help or worry that raising the subject will affect how they are perceived. Creating a more open environment starts with treating menopause as a normal workplace wellbeing topic rather than something that should be kept private. That does not mean everyone needs to become an expert. Basic menopause awareness can help colleagues understand why someone might need additional support and make conversations feel less awkward.
Awareness can be built through menopause awareness training, internal communications, accessible resources and respectful conversations. It is also important that this understanding extends beyond employees experiencing menopause. Colleagues and managers should have enough awareness to respond appropriately and supportively.
External resources such as Menopause Friendly can also help HR teams develop their approach.
Listen to employees and tailor support to their individual needs
When it comes to supporting employees through menopause, there is no universal solution.
People experience menopause differently, and the support someone needs can depend on their symptoms, role, working environment and personal circumstances. That means it is important not to assume what will help.
For managers, the most useful starting point is often a simple conversation. Rather than trying to diagnose a problem or immediately suggest a solution, focus on understanding the employee’s experience. You might ask:
- “Is there anything about your working environment that is making things more difficult?”
- “Would any changes to your working arrangements or breaks help?”
- “What would make it easier for you to feel comfortable and supported at work?”
A helpful conversation can follow three simple steps:
- Listen to what the employee is experiencing.
- Understand what they need and what might make work easier.
- Agree practical steps together and review whether they are helping.
Managers do not need to be medical experts. Their role is to listen without judgement, understand the individual’s needs and involve HR where appropriate. The aim is to create an environment where employees feel able to ask for support, rather than expecting them to find the right solution on their own.
Give managers the training and confidence to provide meaningful support
General awareness is important, but managers need a little more. Managers are often the people employees turn to first, so they need to feel confident having sensitive conversations and responding appropriately. Without the right training, even a well-intentioned manager may avoid the subject altogether or make assumptions about what an employee needs.
Manager-specific training can help them:
- Understand menopause and its potential impact at work.
- Recognise when someone may benefit from a supportive conversation without making assumptions.
- Ask open questions and listen to individual needs.
- Understand the types of workplace adjustments that may be considered.
- Know when to involve HR or signpost further support.
Again, managers do not need to be medical experts. What they need is the awareness, communication skills and confidence to respond appropriately. At Phase 3, we are Menopause Friendly accredited and have a team of menopause champions who run training and raise awareness across the organisation. It is one example of how menopause support can become part of workplace culture rather than a one-off initiative.
Make small, practical workplace adjustments
Sometimes, a relatively small change can make a significant difference to someone’s working day. The right menopause workplace adjustments will depend on the employee and their role, so it is better to discuss options than introduce a fixed list of solutions.
Depending on the circumstances, practical changes could include:
- Improving ventilation or access to a comfortable working temperature.
- Making drinking water easily available.
- Ensuring suitable and accessible facilities.
- Allowing flexibility around breaks where appropriate.
- Considering flexible or hybrid working arrangements.
- Reviewing uniforms or dress codes where appropriate.
These changes are not a universal answer. What helps one employee may not help another, and some adjustments may not be practical for every role. The important thing is to consider the individual’s circumstances and work together to identify what could make their working environment more manageable.
Build menopause support into your wider HR approach
Menopause support works best when it forms part of your wider approach to employee wellbeing, inclusion and workplace culture. A clear menopause policy for employers, or straightforward guidance, can help employees and managers understand what support is available and how to request it. It is also worth reviewing existing wellbeing, absence, inclusion and workplace adjustment policies to make sure they support a consistent approach.
For HR and payroll teams, clear communication and effective processes are particularly important. Employees should be able to access support without unnecessary administrative barriers, while managers should understand where their responsibilities sit and when HR should be involved.
Awareness initiatives, menopause champions, manager training and employee feedback can all play a role. The goal is not to create another isolated HR initiative, but to make menopause support part of a broader commitment to employee wellbeing.
In conclusion
Supporting staff during menopause does not have to be complicated. Often, the most meaningful changes start with listening. Give employees the opportunity to explain what they need, equip managers to have supportive conversations and consider practical changes that can make the working environment more comfortable.
Most importantly, keep the conversation going. Menopause awareness should be part of your workplace culture, rather than a one-off campaign or training session. By making support easier to access and conversations easier to have, you can create a workplace where employees feel understood and able to do their best work.
For more on the topic listen to our International Women’s Day episode of the HR Green Room podcast, or watch it on YouTube.
