Menopause in the Workplace: Do and Don’t for a Supportive Environment

Menopause is a natural part of life, but it’s still a taboo topic in many workplaces. For millions of women, menopause brings physical and emotional challenges that can impact their day-to-day work experience. However, by fostering an open, supportive environment, workplaces can help employees going through menopause feel understood, valued, and empowered. Here are some do’s and don’ts for addressing menopause in the workplace.

Understanding Menopause in the Workplace

Menopause generally occurs between the ages of 45 and 55 and can bring symptoms like hot flashes, mood swings, fatigue, and memory lapses—some of which can last for several years. For women experiencing these symptoms while managing their careers, it can be an overwhelming and isolating experience. But it doesn’t have to be. Thoughtful policies and a supportive culture can help mitigate the impact of menopause, benefiting both employees and the organization.

Do’s and Don’ts for a Menopause-Friendly Workplace

✅ Do: Educate and Raise Awareness

• Encourage Open Discussions
  Create an environment where menopause can be discussed without stigma. Provide informational resources and open forums where employees and managers can learn about menopause and its effects.
• Provide Training for Managers
  Training managers on menopause awareness helps ensure they’re equipped to support team members empathetically. This can include recognizing symptoms, understanding how menopause impacts work, and being aware of potential accommodations that can help.
• Make Resources Accessible
  Share online materials, webinars, or seminars on menopause. Provide access to internal or external health and wellness resources to educate employees at all levels.

❌ Don’t: Assume It’s a Private Matter

• Avoid Sweeping It Under the Rug
  Avoiding the topic only reinforces the stigma. Managers should feel comfortable addressing workplace accommodations without prying but with sensitivity.
• Don’t Assume It’s a “Women’s Issue” Only
  While menopause directly affects women, it indirectly impacts all team members. By normalizing the conversation, you create empathy and understanding across the team, strengthening workplace relationships and teamwork.

✅ Do: Offer Flexibility and Accommodations

• Allow Flexible Work Arrangements
  Symptoms like hot flashes, fatigue, or difficulty concentrating can make a rigid work schedule challenging. Offering flexible hours or remote work options when possible can help employees manage symptoms better and maintain productivity.
• Consider Physical Adjustments in the Workplace
  Simple changes—like allowing fans at desks, providing access to cool drinking water, or having a relaxation room—can make a big difference for someone dealing with menopause symptoms. Designating a quiet space where employees can rest can be incredibly helpful.
• Permit More Frequent Breaks
  Short breaks can be beneficial for those experiencing symptoms, allowing them to step away when needed. Encourage managers to communicate openly about breaks without singling anyone out.

❌ Don’t: Dismiss or Minimize Symptoms

• Avoid Making Jokes or Offhand Remarks
  Menopause isn’t a “bad mood” or something to “get over.” Making light of it or brushing off symptoms as trivial can alienate employees. Remain respectful and professional when discussing menopause, just as you would with any health-related issue.
• Don’t Assume Every Employee Needs the Same Support
  Each person’s experience with menopause is unique. Avoid a one-size-fits-all approach, as one person may need different accommodations than another. Stay open to individual needs and tailor support accordingly.

✅ Do: Promote a Culture of Empathy and Inclusivity

• Encourage Peer Support
  Implement support networks, like employee resource groups (ERGs) or mentorship programs. Knowing that they’re not alone can help employees feel more connected and supported at work.
• Prioritize Mental Health Resources
  Menopause can impact mental health, contributing to stress, anxiety, and even depression. Offering access to mental health resources like counseling or Employee Assistance Programs (EAPs) helps employees feel valued and supported.
• Encourage Managers to Check-In Regularly
  Regular, private check-ins allow managers to gauge how employees are doing and see if additional accommodations are needed. It’s a simple way to show empathy and support, especially for employees navigating menopause symptoms.

❌ Don’t: Let Menopause Be an Obstacle to Career Progression

• Avoid Making Assumptions about Capabilities
  Don’t assume that menopause symptoms will affect an employee’s ability to handle responsibilities, take on projects, or pursue career growth. Continue to assess employees based on their work performance, not assumptions.
• Don’t Sideline Talented Employees
  Losing highly skilled employees due to lack of menopause support is detrimental to the organization. Offering an inclusive, flexible environment where employees feel they can thrive leads to higher morale, better retention, and increased loyalty.

Wrapping Up: A Supportive Workplace Benefits Everyone

Addressing menopause in the workplace isn’t just beneficial for those experiencing it—it promotes a culture of empathy, understanding, and inclusivity. By implementing simple accommodations, fostering open dialogue, and training staff on menopause awareness, workplaces can ensure that employees feel supported during every stage of their careers. Creating a menopause-friendly workplace shows employees that they are valued and respected, which leads to a more positive, productive, and engaged workforce.

Embrace the opportunity to make your workplace a supportive space for everyone—it’s a win for employees and the organization alike.