Menopause at Work: Hot Flushes, Cold Policies, and How HR Can Help

Let’s talk about the M-word. No, not meetings (though those can be painful too). We mean menopause that natural, inevitable, and often inconvenient phase of life that affects millions of people, including many in the workforce.

In the 1980's circa 40% of women over 50 years of age were in the workforce in the UK, roll forward and that figure is now 72%. With the average age for women to go through the menopause 51, its a real issue for both the women who are suffering with menopause symptoms whilst being expected to still work at their optimum level and their employers who have a duty of care to support them and need them to deliver.

If you’re in HR or management and you’re thinking, “I don’t know what to say,” don’t worry at Ena HR and Training we’ve got it covered. Let’s break it down with kindness, clarity, and just a touch of humour.

What Is Menopause (and Why Should You Care)?

Menopause is when a person’s hormones decide to throw a party and forget to invite stability. It usually happens between 45 and 55, but symptoms can start earlier and linger longer.

Common symptoms include:

·         Hot flushes (think tropical holiday, but in a boardroom)

·         Brain fog (where did I put that report… and my train of thought?)

·         Mood swings (tears, laughter, and possibly rage all before lunchtime)

·         Fatigue (because sleeping through the night is now a luxury)

These symptoms can affect concentration, confidence, and comfort at work yet, many employees suffer in silence, worried about stigma or being seen as “past it.” Spoiler alert….. they’re not. So you may be wondering, what do I need to know about helping a colleague who is going through the menopause? Here’s what we would suggest;

Here’s the good news, you don’t need to be a hormone expert to support your team or a colleague. You just need to be human. Here are the key things you should keep in mind:

Start the Conversation

Menopause isn’t a dirty word. Create space for open, respectful chats. A simple “How can we support you?” goes a long way.

Create a Menopause Policy

It doesn’t need to be 20 pages long. Just outline what support is available, who to talk to, and how the company is committed to wellbeing.

Train Your Managers

Give them the tools to respond with empathy not awkward silence or asking someone if they “have tried yoga?”

Offer Flexibility

Whether it’s adjusting hours, working from home, or access to a fan (yes, really), small changes can make a big difference.

Provide Resources

Think occupational health, counselling, or even a quiet room for those days when the world feels a bit too loud.

The Really Important Bit (Don’t Skip This)

In the UK, menopause isn’t a protected characteristic under the Equality Act but symptoms may be covered under age, sex, or disability discrimination. That means:

·         You must treat employees fairly and make reasonable adjustments.

·         Ignoring menopause related issues could land you in hot water.

A Culture of Care

Supporting menopause isn’t just about ticking boxes it’s about building a culture of care. When employees feel safe and supported, they thrive. And let’s be honest, a workplace that understands hot flushes is probably better at handling hot deadlines too!

Ideas to try:

·         Host a “Menopause Moment” coffee morning.

·         Share stories from staff who’ve navigated menopause at work.

·         Celebrate World Menopause Day (18 October) with resources, talks, or even a fan giveaway.

Remember……

Menopause is not a weakness it’s a phase of life that deserves understanding, not awkwardness. So let’s swap the silence for support and the stigma for empathy, because when we make room for real life at work, everyone wins.