A woman can bring years of experience, strong judgment and real ambition to her work while navigating a demanding stage of midlife. Employers have a role in making that experience manageable.

Perimenopause and menopause affect everyone differently. Symptoms can include disrupted sleep, hot flashes, anxiety, joint discomfort and changes in concentration. Some women have few symptoms. Others experience effects that reach into their workday. A person’s age alone tells a manager very little about what support she needs. [1]

The European Menopause and Andropause Society (EMAS) recommends including menopause within workplace health and wellbeing policies, supported by an open culture and cooperation between managers, HR and occupational health where available. Its workplace statement is expert guidance informed by a literature review. [2]

For employers, the practical question is straightforward: What can we change to help this person work comfortably and effectively?

Start with a respectful conversation

Train managers to respond calmly when someone raises a health concern. Offer a private setting, listen to the impact on work and ask what would help. A woman should be able to choose how much personal information she shares and have a clear alternative contact, such as HR, if she prefers. An open culture should leave room for privacy. [2,4]

A useful starting point is: “Which parts of your workday are most difficult right now, and what change would help?” Agree on the next step and a time to review it. Avoid attributing a mistake, disagreement or difficult day to hormones.

Make everyday conditions easier

Small changes can address specific difficulties: better ventilation, access to cool water and washrooms, a suitable rest area, or more comfortable uniform options. In workplaces with protective equipment, comfort changes must preserve the required protection. [3]

Flexibility also needs to fit the job. An office employee might benefit from an adjusted start time; someone on shifts might need a review of break coverage or recovery time between shifts. Discuss options with the person doing the work. Include time for medical appointments in that conversation. [3]

Help women reach appropriate care

Make the route to help clear. Explain relevant benefits, available employee assistance services and occupational health support. Consider whether employees can readily find qualified clinicians with menopause expertise. Access should be practical, including time to attend appointments. [2,3]

Clinical care is individual. Depending on symptoms, medical history and preferences, options may include menopausal hormone therapy, non-hormonal treatments or other support. A qualified healthcare professional can assess symptoms and discuss suitable options. Employers can help people reach that care while keeping treatment decisions with the employee and her clinician. [5]

Keep development and ambition in the conversation

Requesting support should leave room for a conversation about what an employee wants next in her career. Keep discussing development, leadership opportunities and goals. Check what she wants before changing responsibilities on her behalf. EMAS explicitly recommends against marginalising women because of menopausal symptoms. [2]

Clear expectations and regular check-ins can help both sides understand whether an adjustment is working. Support may need to change over time. [4]

Choose one action and make it real

My background in corporate management and coaching women 40+ makes me interested in what happens after an awareness session ends. Can an employee find the support process? Does her manager know how to respond?

Can she actually use the flexibility on offer?

This month, choose one improvement: brief managers, review the work environment or make the route to care easier to find. Give someone responsibility for it and ask employees whether it helps.

A supportive workplace makes it possible for women to look after their health and keep contributing their experience, skills and ambition.

Sources

​1. NHS — Symptoms of menopause and perimenopause​

​2. EMAS — Global consensus recommendations on menopause in the workplace (2021)​

​3. CCOHS — Menopause in the Workplace​

​4. CIPD — Menopause at work: A guide for people professionals​

​5. NHS — Treatment for menopause and perimenopaus​