Leading companies recognize that a supportive work environment pays dividends in retention and morale. The Menopause Society notes that responsive employers “retain employees, build culture and wellbeing, and benefit from a multigenerational workforce” [2]. In practice, HR can implement many low- or no-cost changes. For example:
Table of Contents
Craft a Menopause Workplace Policy
Develop a clear policy (or update your handbook) outlining available support: flexible schedules, adjusted workloads, menopause leave or healthcare access, etc. For instance, drafting a dedicated policy – complete with accommodations and leave plans – signals that the company takes this seriously [4]. This formal workplace solution standardizes support and reduces uncertainty. (The UK’s CIPD reports only ~25% of employers currently have a menopause policy, yet women overwhelmingly want one [3].
Develop a Flexible Scheduling and Leave
Allow adjustable hours and remote-work options. Symptoms like insomnia or afternoon fatigue can make a 9–5 schedule impractical. Letting employees start later, work from home on bad days, or take brief rest breaks creates a comfortable workplace for those affected [4]. Flexibility was one of the most-requested supports (about 31% of women asked for it [3], greatly boostingproductivity. For example, companies have found that when women can tailor their hours to symptom patterns, their engagement and output both rise.
Physical Environment Adjustments
Small changes in the physical workplace environment can help. Provide desk fans or portable AC units, allow changing office temperature zones, and offer quiet rooms or “cool down” spaces. Adjust dress codes (e.g., breathable uniforms) so women aren’t afraid of overheating [4]. Such tweaks make the workplace environment more comfortable for everyone. For example, merely redirecting an air vent or supplying a personal fan noticeably eased hot flashes for many women [4].
Menopause in the workplace is not the end. it's a new begining
Talk to our ambassador
Elisa Di Giorgio
- Effective communication strategies with employers and colleagues
- Self-care tips for balancing work and wellness
- Building a support network for ongoing success
Awareness and Training
Educate managers and staff to normalize menopause. Right now, very few workplaces formally train managers on this – only about 29% of women report their manager is even aware of menopause issues [5]. Introducing training or discussion forums removes stigma. Encourage leaders (especially senior women) to share their experiences. Regular meetings or resource groups can foster an open working environment where women feel safe asking for support. According to experts, this kind of cultural shift “fosters a more inclusive and understanding workplace environment, ultimately enhancing job satisfaction, productivity, and overall well-being” [4] In short, integrating menopause into your broader Employee Well-being programs (EAPs, health talks, etc.) pays off in morale and retention.
Healthcare and Wellness Support
Incorporate menopause into benefits. Offer access to menopause specialists, hormone therapy counselling, or mental health support. Even simple actions—like giving employees fast-tracked doctor appointments or covering menopause treatments—can reduce symptom severity and absenteeism. Research suggests that better medical management of menopause symptoms lowers workplace impact [6]. For example, some firms now provide telehealth services specifically for menopause or include menopause check-ups in annual reviews, tying into overall employee well-being.
Championing Women in Leadership
Ensure female leaders are part of the conversation. Mid-career-level women frequently lead teams or hold critical roles [2], so executive sponsorship matters. Highlighting menopause support as part of a gender equity and diversity strategy shows commitment. When senior staff visibly back these policies, it empowers all employees. This also helps build your brand as an employer of choice – the best workplace for women of all ages.
Start building a Menopause-Friendly Workplace
Watch our expert-led webinar designed to help you and your team
These steps turn menopause from a hidden cost into an opportunity. Working environment – through policies, flexible work, and a culture of opennessIn fact, organizations that implement menopause-friendly practices often see reduced turnover and healthcare costs. The financial upside is real: as one legal insight notes, “unsupported menopause symptoms… cause $1.8 billion in missed workdays” and added costs of reduced productivity [2], so even modest improvements can improve the bottom line.
For HR leaders, the message is clear: addressing menopause is both the right thing to do and an innovative business. Evaluate your current policies and employee well-being strategies now. Does your company have a Menopause workplace policy? Are managers trained on how to support menopausal staff? Consider conducting a survey or focus group to understand needs. Then implement flexible scheduling, invest in awareness programs, and communicate openly. You might also leverage external resources – for example, our webinars on “Menopause in the Workplace” offer practical guidance for designing policies and training programs.
By proactively supporting women through menopause, you help them stay in the workforce, maintaining leadership diversity and productivity. As HR experts and research underscore, menopause-inclusive workplaces see higher job satisfaction and performance [4] [2]. Building a comfortable workplace for all life stages strengthens culture, enhances employee wellbeing, and secures your organization’s success.
References
[1] learnevents.com
[4] cultureamp.com
