Breaking the Silence: Menopause in the Workplace
Discussing menopause at work can be daunting, especially in industries where such topics are rarely addressed. In male-dominated sectors like construction, this can feel even more challenging. Yet, it’s crucial that workplaces adapt to support women navigating menopause, not only for their well-being but also to foster a more inclusive and productive work environment.

The Legal Landscape
It’s vital to know your rights. While menopause isn’t explicitly covered under UK law, you may already be protected under:
- Equality Act 2010: Covers menopause under three protected characteristics—age, sex, and disability.
- Health and Safety at Work Act 1974: Ensures employers provide safe working conditions, including those affected by menopause symptoms.
Statistics show that 63% of menopausal women feel unsupported at work, and a staggering 900,000 women in the UK have quit their jobs due to menopausal symptoms (CIPD, 2022). With these figures, it’s clear that action is overdue.
How to Approach Your Employer
If you’re struggling with menopause symptoms at work, initiating the conversation with your employer can feel overwhelming. Here are some steps and sample wording to help:
Start the Conversation
“Dear [Manager’s Name],
I’m currently experiencing symptoms of menopause that are affecting my work. I’d appreciate the opportunity to discuss possible adjustments to help me manage these challenges and continue contributing effectively to the team.”
Adjustments to Consider
Hours of Work
- Flexible working patterns or reduced hours if necessary.
- Shift adjustments or temporary swaps.
- Later start times to accommodate sleep disturbances.
- Remote working if fatigue or other symptoms are impacting your ability to commute.
Environment
- Relocate workstations away from heat sources to alleviate hot flushes.
- Provide desk fans, cool water, and access to well-ventilated spaces.
- Establish quiet areas or breakout rooms for moments of overwhelm.
- Ensure frequent toilet breaks and access to sanitary products.
- Allow mobility breaks for those with joint pain or stiffness.
Workwear
- Review uniforms or PPE for material suitability.
- Explore lightweight or alternative designs for PPE.
- Limit time spent wearing restrictive workwear, such as heavy-duty gear or face masks.
Supporting Menopause in the Workplace
HR and Management Actions
- Implement a Menopause Risk Assessment.
- Introduce supportive policies like a Menopause Framework or Employee Assistance Programmes (EAPs).
- Address menopause as an Occupational Health Issue. Supporting employees through this phase improves morale and productivity.
- Provide training for line managers to understand menopause and develop effective support strategies.
Senior Leadership Involvement
- Encourage leadership teams to prioritise menopause support through training and policy updates.
- Update HR policies to reflect menopause considerations, including performance reviews linked to health.
- Advocate for company-wide menopause workshops to create an informed and supportive culture.
Be a Workplace Champion
You can drive change within your organisation:
- Set up a WhatsApp group or internal network for peer support.
- Advocate for workshops or training sessions tailored to your workplace.
- Share resources and encourage your employer to visit our website for free downloads, workplace policies, and training opportunities.
Visit: Positive Menopause for free resources and information on tailored workplace workshops.
Why Support Matters
When menopause is openly discussed and supported in the workplace, it benefits everyone. Women feel valued, morale improves, and companies retain experienced, talented employees. With more than 4.4 million working women aged 50–64 in the UK (ONS, 2021), supporting menopause is not just a compassionate choice—it’s a smart business decision.
Let’s break the silence and ensure no woman feels unsupported at work. Together, we can create workplaces where women thrive during every phase of life.
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