Menopause is a significant life transition that affects millions of employees, yet it remains one of the least discussed workplace challenges. While most people associate menopause with hot flushes and hormonal changes, the mental health impact can be just as profound—affecting confidence, concentration, and overall well-being.
With 77% of menopausal employees reporting symptoms that impact their daily lives, and nearly 1 in 4 considering leaving work due to lack of support, it’s time for organisations to take action.
This blog explores:
- How menopause affects mental health in the workplace.
- The real impact on employee confidence, performance, and retention.
- What employers can do to create a menopause-inclusive workplace.
How Menopause Affects Mental Health at Work
Menopause typically occurs between 45-55 years of age, but symptoms can begin earlier (perimenopause) or be triggered by medical treatments such as hysterectomy or chemotherapy.
Alongside physical symptoms, many employees experience significant mental health struggles, including:
1. Increased Anxiety & Depression
What Happens?
- Menopause can disrupt brain chemistry, leading to increased anxiety, panic attacks, and depression.
- Hormonal fluctuations can trigger mood swings and emotional instability, even in people with no prior history of mental health conditions.
- Feelings of self-doubt and imposter syndrome can arise, making employees question their abilities.
What Employers Can Do:
- Train managers to recognise signs of menopausal anxiety and provide support.
- Ensure Employee Assistance Programs (EAPs) include menopause-related mental health support.
- Offer confidential counselling or peer support groups.
2. Brain Fog & Cognitive Challenges
What Happens?
- Many menopausal employees experience memory issues, difficulty concentrating, and brain fog.
- This can lead to frustration, embarrassment, and a loss of confidence in roles they previously excelled in.
- Employees may struggle with problem-solving, recall, and processing information quickly—especially in high-pressure roles.
What Employers Can Do:
- Provide adjustments such as extra time for tasks, note-taking tools, or reminders.
- Encourage open conversations so employees feel comfortable discussing challenges.
- Avoid making assumptions—brain fog is temporary and doesn’t indicate a decline in capability.
3. Sleep Disturbances & Fatigue
What Happens?
- Sleep quality declines due to night sweats, insomnia, and hormonal fluctuations.
- Poor sleep leads to daytime fatigue, irritability, and decreased concentration.
- Employees may feel physically and mentally drained, affecting performance.
What Employers Can Do:
- Introduce flexible working so employees can start later or work remotely when needed.
- Ensure workloads are manageable to prevent burnout.
- Offer quiet spaces for breaks to help employees recharge.
4. Absenteeism & Career Disruptions
What happens?
- Employees struggling with menopause symptoms may take more sick days or avoid career progression due to low confidence.
- In workplaces with no support, some employees feel they have no choice but to leave their jobs.
- This leads to a loss of experienced talent and diversity at senior levels.
What Employers Can Do:
- Implement a menopause policy that includes adjustments and support.
- Encourage career development by reassuring employees that menopause does not impact their long-term value.
- Reduce stigma by making menopause a normal topic in workplace well-being discussions.
The Business Case for Menopause Support in the Workplace
Without support, organisations risk:
- Higher staff turnover as employees feel forced to leave.
- Increased absenteeism and presenteeism due to unmanaged symptoms.
- Loss of experienced employees at leadership levels.
With the right support, organisations benefit from:
- Greater employee retention - staff stay loyal when they feel valued.
- Higher productivity - well-supported employees perform at their best.
- A more inclusive culture - fostering workplace diversity and equity.
How Employers Can Create a Menopause-Inclusive Workplace
1. Introduce a Menopause Policy
A clear menopause policy provides guidance on available support and reassures employees that their needs will be taken seriously.
What to Include:
- Flexible working arrangements (remote work, adjusted schedules).
- Access to occupational health and mental health support.
- Training for managers on menopause awareness.
- Guidance on reasonable adjustments (e.g., temperature control, quiet workspaces).
2. Promote Workplace Flexibility
Rigid work schedules make menopause symptoms harder to manage. Allowing remote work, flexible hours, or reduced workloads can improve employee well-being.
Ways to Offer Flexibility:
- Let employees adjust their start and finish times.
- Offer work-from-home options during difficult days.
- Allow employees to take breaks when needed.
3. Encourage Open Conversations & Manager Training
Employees should feel safe discussing menopause without fear of judgment. However, many managers lack the knowledge or confidence to provide support.
What Employers Can Do:
- Train managers to have open, empathetic conversations.
- Encourage employee networks or menopause support groups.
- Celebrate Menopause Awareness Month to break the stigma.
4. Provide Mental Health Support
Since menopause affects mental health as well as physical health, it should be included in workplace well-being initiatives.
Ways to Support Mental Health:
- Offer free or subsidised counselling through Employee Assistance Programs (EAPs).
- Create peer support networks for employees experiencing menopause.
- Provide resources and webinars on menopause-related mental health topics.
Menopause is not just a personal issue - it’s a workplace issue. When organisations take menopause seriously, they:
- Retain experienced, valuable employees.
- Create a culture of inclusivity and respect.
- Improve employee mental health and productivity.
By normalising conversations, introducing supportive policies, and offering flexible working, businesses can make menopause easier to manage for employees and more sustainable for organisations.
How I Can Help Your Organisation
If your organisation wants to improve menopause awareness and workplace support, I can help by:
- Creating a menopause policy tailored to your company’s needs.
- Training HR teams & managers on how to support employees effectively.
- Developing awareness campaigns to break the stigma around menopause.
Want to learn more? Let’s work together to create a workplace where employees feel valued and supported at every stage of their lives. Email me at [email protected] for more information
