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Research shows nearly one million women in the UK have left their jobs due to menopause-related symptoms. The numbers tell a concerning story: about 79% of women find it harder to
concentrate at work, and 68% feel more stressed. A quarter face symptoms that make it difficult to work effectively.

The good news is that organisations are increasingly aware of their legal responsibilities under the Equality Act 2010. Many now recognise the importance of supporting employees experiencing menopause symptoms. Companies can take clear and practical steps—from adjusting workplace environments to training their leadership teams.

Understanding the Workplace Impact

Menopausal women can face major challenges with symptoms at work. Fatigue, poor concentration, anxiety, and disrupted sleep can significantly impact job performance. In fact:

 79% of women say symptoms make it harder to concentrate
 68% report increased stress
 61% experience reduced motivation

Left unaddressed, these challenges can lead to higher absenteeism, lower productivity, and increased staff turnover.

Business Costs of Inaction

Failing to support employees through menopause comes at a cost:
 UK businesses lose £1.43 billion annually due to menopause-related absences
 53% of affected women have taken time off work
 17% have considered leaving their jobs due to a lack of support

Replacing experienced employees is expensive —without
accounting for lost expertise and the time required for onboarding.

Essential Workplace Adjustments

Workplace adjustments can help employees better manage menopause symptoms. Simple changes to the work environment allow staff to perform at their best. Risk assessments should
evaluate the accessibility of facilities, especially washrooms.

Creating a menopause-friendly workplace is achievable with a few focused steps:

1. Review Policies and Culture
    Develop a clear menopause policy
    Integrate menopause support into wider wellbeing and inclusion strategies
    Encourage a culture of openness and understanding
2. Make Practical Workplace Adjustments
    Provide access to desk fans, adjustable seating, and well-ventilated areas
    Ensure adequate washroom facilities and hydration stations
    Offer quiet spaces for focused work or private conversations
    Use uniforms made from breathable fabrics
3. Offer Flexible Working Options
    Adjustable start and finish times
    Opportunities for remote work
    Modified shift patterns
    Compressed hours options
4. Support Diverse Experiences
    Collaborate with EDI (Equality, Diversity, and Inclusion) networks to tailor support
    Acknowledge that symptoms and experiences vary widely
    Encourage ongoing feedback to adapt and improve support measures

These adjustments demonstrate an organisation’s commitment to supporting menopausal employees. Even small changes can significantly improve comfort and productivity. Each adjustment should be tailored to individual needs through regular, open dialogue between managers and employees.

Training Your Leadership Team

Leadership training is vital to fostering supportive environments for employees experiencing menopause. Studies show that good management support increases retention—especially crucial when nearly a million women have left the workforce due to menopause.

 Train managers to understand menopause and engage in sensitive conversations
 Ensure leaders can direct staff to appropriate support and occupational health services
 Build manager confidence in handling performance issues with compassion

In Summary

A menopause-friendly workplace helps retain valuable talent and fosters a culture of support and inclusion. With thoughtful policies, environment adjustments, and trained leaders, organisations can make a meaningful difference in employees’ working lives.