October is Menopause Awareness Month, helping shine a light on the impact menopause can have on individuals and their working lives. It’s also a great reminder to keep the conversation going all year round. In this blog, our HR Assistant, Amy McSwiggan, explores common menopause symptoms, their impact at work and how employers can create a supportive, inclusive workplace.

Menopause Symptoms and Their Impact at Work

Menopause is a natural stage of life; however, many still find this a ‘taboo’ subject, especially in the workplace.

Data shows that menopausal women are the fastest-growing workplace demographic in the UK, with around 4.5 million women aged 50–64 in employment. However, with 1 in 10 women leaving their jobs when they don’t want to and roughly 14 million working days lost per year due to menopausal symptoms, it’s important that employers create an open and inclusive culture and provide support to employees who are experiencing menopause.

What’s also important to note is that, whilst discussions around menopause mostly refer to women, menopause and its symptoms can also be experienced by those who are transgender, non-binary or have variations in sex characteristics or differences in sex development. Employers should be aware of all people who may experience menopause and related symptoms and provide equal support to all.

Menopause and perimenopause (changes in hormone levels in the lead-up to menopause) can bring a range of mild to debilitating physical and psychological symptoms that can last for up to 12 years. These include, but are not limited to:

  • Anxiety, depression and mood changes
  • Hot flushes, sleep deprivation, fatigue and difficulties concentrating
  • Memory loss, brain fog, imposter syndrome and loss of confidence
  • Joint pain, aches and headaches

Employment Rights Act 2025: Menopause Action Plans

From spring 2027, employers with 250 or more employees will be required under the Employment Rights Act 2025 to publish action plans on the steps the organisation will take to support employees experiencing menopause, alongside gender pay gap reporting and actions to reduce gender pay gaps.

What does this mean for SMEs?

It’s easy to think, therefore, that menopause is an issue reserved for larger employers, given that forthcoming legislation will apply only to businesses with 250 or more employees.

However, SMEs should be mindful that support should be in place for all employees experiencing menopause. Inadequate support or training may lead to costly legal exposure, reputational damage and high staff turnover. When employees leave, they often take years of valuable knowledge and experience with them, which can significantly impact SMEs, alongside the time and cost of recruiting and onboarding replacements.

Additionally, whilst not included in the ERA 2025 updates, the government proposes to develop guidance for SMEs and progress this through non-legislative means.

How Employers Can Support Menopause in the Workplace

A Menopause Policy that supports both managers and employees. It outlines the employer’s commitment to safeguarding employees’ mental and physical wellbeing and preventing discrimination, as well as the support options available to staff.

Menopause Training & Awareness – Training managers and leaders on menopause symptoms and their impact can help them consider what reasonable adjustments and support could be offered and identify when further support may be required. Managers and leaders play a key role in normalising conversations around menopause and its symptoms. Training and awareness can help create a culture where employees feel comfortable seeking support or having confidential conversations.

Managers should also be equipped to recognise how menopause relates to the law, such as the Health and Safety at Work Act 1974. Risk assessments can help ensure workplace conditions effectively support those experiencing menopause, such as through temperature regulation and easy access to toilet facilities.

Menopause and Wellbeing Champions – Having a designated menopause or wellbeing champion provides a support option where employees are uncomfortable speaking directly to their manager.

Reasonable Adjustments for Menopause – Employers can support employees experiencing menopause by making reasonable adjustments in the workplace. These could include providing desk fans, more rest breaks and access to a private rest room or adjusting uniform requirements where a specific uniform could exacerbate symptoms such as hot flushes.

Flexible & Hybrid Working – This can support employees experiencing menopause, including through earlier start and finish times and the option to work from home where practical.

Other Menopause Support for Employees:

  • Occupational health referral or signposting to trusted external support services.
  • Recording menopause-related absence separately, avoiding absence trigger points and allowing time off for menopause-related medical appointments.
  • Reviewing and adjusting targets and objectives where required.
  • Meeting adjustments.
  • Workshops and training for all staff.

Menopause support doesn’t just benefit employees and their wellbeing; it also benefits organisations through the retention of valuable staff and their expertise, reduced absence and higher productivity. Employers should be mindful that menopause symptoms can vary significantly from person to person, meaning support shouldn’t take a ‘one-size-fits-all’ approach.  If you would like support please contact us and we’ll be ahppy to help:  Get in touch