Around 20%* of the UK workforce is currently experiencing perimenopause or menopause, yet almost half do not disclose their symptoms at work because they fear being negatively perceived.
Menopause can often be viewed as an individual health matter – something that happens to a person and therefore belongs in the realm of personal wellbeing.
But the impact extends beyond the individual. Around 1 in 4* people experiencing menopause symptoms say they have considered leaving work altogether because of them. This makes menopause a workforce issue too, with clear implications for employee experience, talent retention and organisational capability.
Menopause is increasingly recognised as an important workplace wellbeing and inclusion issue. With Equality Action Plans set to become mandatory from 2027* for employers with 250+ staff, the conversation around menopause is shifting and organisational awareness is growing.
But awareness alone isn’t enough. Publishing data and setting out commitments are important first steps, but they don’t necessarily translate into practical, actionable support for employees in their day-to-day working lives.
Sharing information on an intranet, introducing a menopause policy or running awareness sessions can all help start the conversation. The bigger challenge is creating a workplace culture where people feel confident talking about menopause, asking for support and responding appropriately when a colleague raises it.
Symptoms can affect how someone feels, communicates and works. An employee might be leading a team, attending meetings, managing projects, working shifts, travelling, presenting to clients or making important decisions while also experiencing symptoms that affect their day-to-day working life.
And the people around them are part of that experience too.
A manager may notice that someone seems different but not understand why. A colleague may want to help but worry about saying the wrong thing. An employee may know they need support but struggle to find the words to explain what would make a difference.
Consider an employee experiencing brain fog, fatigue or disrupted sleep. They might be wondering:
“How do I explain this to my manager?”
“Will people think I’m not coping?”
“What support can I ask for?”
Now consider their manager. They may be thinking:
“What should I say?”
“What is my role here?”
“How can I support them without making assumptions?”
And then there’s the colleague who wants to be supportive but is worried about saying the wrong thing.
These are different perspectives, but they have something important in common: people need the confidence, knowledge and vocabulary to have constructive conversations about menopause.
That’s where effective menopause training can make a real difference.
One of the first steps towards genuinely inclusive menopause education is challenging assumptions about who experiences menopause.
Menopause is often associated with women in their 40s and 50s. But experiences are much more diverse than this.
People can experience menopause at different ages and for different reasons. Menopause can happen earlier than expected, including as a result of medical treatment or surgery.
And not everyone who experiences menopause identifies as a woman. Trans men, transmasculine people and some non-binary people can experience menopause too.
Recognising this doesn’t mean every workplace conversation needs to become complicated. It simply means we should avoid making assumptions about people’s experiences, identities or needs.
Effective menopause education isn’t about expecting every employee to become an expert. It’s about giving people enough understanding to respond with confidence, empathy and respect.
An employee should feel able to communicate their needs without worrying that their symptoms will undermine their credibility.
A manager should feel equipped to respond appropriately and explore reasonable adjustments without making assumptions.
And colleagues should feel confident that they can be supportive without being intrusive.
Creating an inclusive workplace isn’t simply about raising awareness. It’s about giving people the confidence to turn awareness into action.
In turn, organisations can retain the valuable experience and talent within their workforce, while individuals feel supported to navigate this important stage of life with confidence.
Ultimately, menopause inclusion is about creating a workplace where people don’t have to choose between managing their symptoms and being able to contribute at their best. For individuals experiencing peri/menopause, expert, impartial guidance can make a real difference.
Our new programme, Navigating Peri/Menopause at Work, provides practical tools to help you understand how peri/menopause can affect working life, identify what support might help and feel more confident having conversations at work.
Email us at info@skills4uk.com to find out more.
