How workplaces can support women through menopause

MenopausePerimenopauseWorkplace wellnessConfidence

Mar 6

Why menopause is a workplace issue

Let’s be honest - menopause is still a bit of a taboo in many workplaces. It’s something whispered about rather than openly discussed, yet for millions of women, it’s a daily reality that affects how they feel, think, and perform at work. I’ve spoken to so many women who’ve told me that brain fog, anxiety, or sheer exhaustion have made them doubt their own abilities - even after decades in their careers! And yet, for too long, menopause has been treated as a ‘personal’ issue, rather than something workplaces need to care about.

One organisation that has stepped up to tackle this head-on is Swim England. Their Head of People, Tracy Lowe Sheppard, is a strong advocate for women’s health and has spearheaded initiatives to ensure workplaces invest in supporting their female employees, particularly around menopause. In this blog, I’ll be sharing key insights from Swim England’s case study and Tracy’s expertise, alongside practical ways businesses can create a menopause friendly workplace.

The truth is, companies can’t afford to ignore this any longer. Menopause symptoms don’t just affect individual wellbeing - they impact performance, confidence, and career progression. So, how do we change that? Let’s dive into some practical ways to make menopause support a natural part of workplace culture.

Understanding the impact of menopause at work

The reality of symptoms: If you’re someone who has ever spent a meeting panicking because you suddenly can’t remember the key point you were about to make, you’re not alone. Memory lapses, anxiety, and reduced self-esteem are common during menopause, and they can make work feel overwhelming. Add in the physical symptoms like joint pain and hot flushes, and it’s no wonder many women struggle to get through the day.

Retention over recruitment: The sad truth is that some women are leaving their careers because they feel they just can’t cope anymore. Losing experienced professionals at this stage is a massive loss for businesses - not just financially, but in terms of knowledge and skills. So instead of replacing talent, why not retain and support them?

Awareness is only the start: Many companies are adding menopause awareness sessions to their wellbeing strategies, which is great, but real change happens when that awareness turns into action. We need to give everyone accurate and clear information on menoapuse and hormonal health, but we need to then support this knowledge to driving sustainable transformation.

How companies can create a menopause supportive workplace

1. Make menopause a normal conversation

Encourage open discussions to reduce stigma. I’d love to see the day when we can mention menopause as easily as we talk about workplace stress or mental health. I believe that menopause is as important a topic as mental health - with over 50% of the UK workforce being female, menopause is something that in some way is likely to affect every single person in the workplace.
Provide training for managers so they know how to support employees going through menopause or other hormonal changes.
Include menopause in diversity and inclusion strategies - because this is about equality too.

2. Offer practical workplace adjustments

Flexible work arrangements can be life-changing for women struggling with symptoms. This doesn’t only or always need to look like working from home, there are lots of ways to provide flexibility.
Temperature control options - because a sudden hot flush in the middle of a meeting is no joke!
Provide menopause-friendly office supplies, like personal fans and hygiene products - something Tracy shared is part of the strategy at Swim England that has been well-received by their team.

3. Educate and support both employees and managers

Host workshops and training that give people real, actionable advice.
Share resources on managing menopause symptoms - there’s so much misinformation out there, let’s help people get the facts and reduce menopause overwhelm!
Set up menopause support groups within the workplace, because talking to someone who gets it makes all the difference.

4. Make menopause part of wellbeing and reproductive policies

Recognise menopause as a genuine workplace health concern.
Ensure employee health benefits cover menopause-related support, including HRT consultations and counselling.
Link menopause to wider mental health support initiatives - it’s all connected.

5. Retain talent by supporting career growth

Offer mentoring and coaching to help women maintain confidence and visibility.
Encourage leadership opportunities, so menopause doesn’t mean career stagnation.
Address unconscious bias in performance reviews - because forgetting a word in a meeting shouldn’t mean being overlooked for a promotion.

A group of female work colleagues around a meeting desk connecting and supporting one another to be productive. — As Tracy Lowe Sheppard and Swim England have shown, organisations that take menopause seriously see a huge return—not just in employee wellbeing, but in loyalty, performance, and reputation.

Let’s normalise menopause in the workplace, support the women who are experiencing it, and create environments where they can continue to shine.

There is so much that a workplace can do to embed menopause and women’s health into their culture to create a workplace where women can thrive at every stage of life. The good news? It doesn’t take a huge budget to make meaningful changes. Small, thoughtful steps—like adjusting policies, offering flexible working, and simply opening up conversations—can have a massive impact.