Supporting Menopause in the Workplace

Menopause marks the natural end of the reproductive years, when periods stop permanently and pregnancy is no longer possible. 

Clinically, it is diagnosed after 12 consecutive months without a period, when there’s no other medical reason for periods to have stopped.

In the UK, menopause happens on average around age 51, but this varies widely. Importantly, the lead-up phase, called perimenopause can begin years earlier, often in someone’s late 30s to early 40s, and this is when most symptoms appear.

What’s actually happening in the body?

As the ovaries age, levels of oestrogen and progesterone begin to fluctuate and then gradually fall. 

These hormones show effects throughout the body, including the brain, heart, bones, and nervous system. 

How hormone changes affect the body

Oestrogen plays a key role in regulating body temperature and supporting brain function, including attention, memory, and processing speed. 

As oestrogen levels fluctuate and decline during perimenopause and menopause, it leads to hot flushes and night sweats. These hormonal changes can also affect cognitive function, which is why some people experience “brain fog,” difficulty concentrating, or memory lapses during this time.

Progesterone also declines during the menopausal transition. 

This hormone has a calming effect on the nervous system and supports healthy sleep. As progesterone levels fall, the body may become more sensitive to stress and sleep can become disrupted, night sweats can also severely impact sleep quality. 

This helps explain why anxiety, poor sleep quality, and insomnia are common during perimenopause and menopause, even in those with no previous history of sleep or anxiety problems.

Oestrogen also helps protect bone density and supports cardiovascular health. After menopause, the risk of osteoporosis (bone thinning and fractures) increases. There is also a gradual rise in cardiovascular disease risk after menopause, making long-term monitoring and preventative healthcare increasingly important.

Menopause at work

With nearly 4 million women aged 45–54 currently employed in the UK, this demographic represents a cornerstone of the modern economy. 

Furthermore, women over 50 now constitute one of the fastest-growing segments of the entire workforce, making their health and retention a strategic priority for any leadership team.

This demographic typically holds the most institutional knowledge and senior leadership roles. 

However, it is also the peak age for perimenopause and menopause, a transition that, without proper support, leads to a significant loss of top-tier talent.

“These are women in the prime of their lives, in their late 40s and 50s, who should be in senior positions, the people who should be the trailblazers and role models for younger people in the workplace.” – (Gender Health Gap 2024) 

While every menopausal journey is unique, the hormonal fluctuations of perimenopause and menopause can create a “perfect storm” of symptoms that directly clash with the demands of senior leadership.

And as an employer, it is vital to recognise that symptoms like loss of confidence or memory lapses are not “performance issues,” they are measurable, biochemical responses to a significant physiological transition.

1. Cognitive dysfunction (“brain fog”)

• This directly affects executive function. Senior leaders may struggle with complex decision-making, feel less sharp during high-stakes presentations, or take longer to process information, leading to a loss of professional confidence.

2. Sleep fragmentation and night sweats

• Chronic insomnia results in consistent fatigue that does not improve with rest. In a professional setting, this manifests as decreased alertness, irritability, and a higher susceptibility to burnout and absenteeism.

3. Psychological shifts and anxiety

• This is a primary driver of talent attrition. When a highly competent leader suddenly feels a sense of “deflation” or overwhelming anxiety in the boardroom, they may prematurely exit their role, fearing they are no longer “fit” for the job.

What this means for businesses

Approximately 1 in 10 women have left a job due to menopause symptoms (Fawcett Society, 2022). 

When a senior leader leaves, the cost to the business includes recruitment fees, training & upskilling, and the invaluable loss of mentorship for younger staff.

Research indicates that menopause-related symptoms are a primary driver of absenteeism and “presenteeism” (being at work but unproductive). 

The NHS Confederation reports that menopause-related attrition and illness cost the UK economy an estimated £1.5 billion annually (NHS Confederation, 2024).

In the UK, the Equality and Human Rights Commission (EHRC) has issued clear guidance: if menopause symptoms have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities, they may be considered a disability under the Equality Act 2010. Failing to provide “reasonable adjustments” can lead to costly employment tribunals.

How to best support Menopause at Work

Education, Clinical Care, Policy & Flexibility are key pillars of a supportive workplace for menopausal individuals. 

Read our Menopause in the Workplace guide for a more in-depth look at effectively supporting the menopause at work. 

1. Workplace adjustments

Simple, low-cost changes to the physical environment can mitigate symptom severity:

• Access to fans, ventilation, or desks away from heat sources.
• Adjusting start times, or WFH options to accommodate symptoms of insomnia or “brain fog.”
• Dedicated quiet areas for managing anxiety or fatigue.

2. Managerial competency

Managers do not need to be doctors, but they must be “menopause-literate.”

• Provide training on how to handle sensitive conversations without bias and access to policies and collateral for managers to sign post support for colleagues. 

4. Comprehensive employee benefits

Cover the full spectrum of reproductive health, including menopause support with an employee benefits provider. 

Give you workforce access to: 

• At-home Hormone Testing: To identify the onset of perimenopause early and help pinpoint symptoms.
• Specialist Consultations: Direct access to delay and dismissal free care including menopause experts, nutritionists, gynaecologists who can prescribe and treat.
• Workplace Awareness: Host expert-led workshops for your colleagues educating them on menopause, symptoms and the impact on work, signpost access to help and support and upskill managers. 

Choosing the right employee benefits provider

At Hertility, we provide the clinical expertise required to support your workforce through every reproductive life-stage. From menstruation to menopause, our diagnostic first approach helps employers reduce absenteeism, boost retention and protect their talent at whatever stage they are in their career.c

Our employer solutions include:

• At-home Hormone Testing: To identify the onset of perimenopause early, as well as screen for up to 18 conditions relating to reproductive health. 
• Specialist Consultations: Direct access to menopause experts, gynaecologists, nutritionists and more, to support all life stages. 
• Workplace Awareness & Training: Expert-led workshops for colleagues and leadership teams.

Credible resources for HR Leaders

• NHS: Menopause Overview
• EHRC: Menopause in the Workplace Guidance
• ScienceDirect: Impact of Menopause on Work Ability
• Public Health England: Reproductive Health Report
• Hertility Menopause in the Workplace Guide

Is your workforce strategy menopause-ready? Contact the Hertility Benefits Team or visit our website to learn how to implement support today.