Leading with empathy: How to create a menopause-friendly workplace

Menopause is a workplace issue that affects a significant portion of the workforce, particularly women in their 40s and 50s who often hold senior or executive positions. Menopause-related symptoms such as brain fog, insomnia, anxiety, and fatigue can directly impact work performance, leading to decreased productivity, increased sick leave, and even early retirement. Additionally, the stigma and lack of support around menopause can make it difficult for employees to seek help, further exacerbating these challenges.

Recent research highlights the significant impact of menopause on the workplace and the growing recognition of the need for supportive measures. A 2023 report by the Chartered Institute of Personnel and Development (CIPD) found that 73% of women aged 40-60 experience menopause symptoms that affect their work, with over half currently experiencing them. The report emphasises the importance of creating a healthy workplace culture and implementing adjustments like flexible working and temperature control to support menopausal employees.

Addressing menopause in the workplace is crucial for retaining experienced talent, promoting a healthy and inclusive work environment, and supporting overall employee well-being. By implementing menopause-friendly policies and fostering open conversations, companies can create a more supportive and productive workplace for everyone.

Becoming a menopause-friendly employer

Embarking on the journey to become a menopause-friendly employer is a powerful demonstration of 'accelerating action,' the theme for this year's International Women's Day. By proactively addressing menopause in the workplace, leaders are not only fostering a more inclusive and supportive environment but also taking concrete steps to break down barriers that women face. This commitment to understanding and accommodating the unique needs of menopausal colleagues exemplifies a forward-thinking approach, driving meaningful change and promoting gender equality in the workplace.

Hays is on its own journey to become Menopause Friendly accredited, which started back in 2022, when we first began to address menopause as a workplace issue. I am proud of the progress we are making and, as a senior people leader, I recognise the importance of my role in fostering open discussions, removing stigma, and putting in place meaningful policies to support colleagues experiencing menopause symptoms.

If you’re considering how your organisation can become more menopause-friendly, it can be difficult to know where to start, but the trick is to simply get started! I’d suggest the following steps:

1. Raise awareness: Educate your workforce about menopause to reduce stigma and foster understanding. This can be done through workshops, training sessions, and informational materials.

2. Implement flexible policies: Offer flexible working hours and remote work options to accommodate employees experiencing menopause symptoms. This can help them manage their health while maintaining productivity.

3. Create a supportive environment: Encourage open conversations about menopause. Ensure that employees feel comfortable discussing their needs without fear of judgment or discrimination.

These steps can make a significant difference in creating a more inclusive and supportive workplace. 

For further information about how to embed conscious inclusion into every aspect of the employee lifecycle, read more about our DE&I advisory service.