How often have you chatted about menopause by the water cooler, during a performance review, in an all-hands meeting? We’d venture never. In fact, we’d bet actual money you’ve never heard the word “menopause” uttered in your workplace… Because it’s embarrassing, right?

Just think about that. 

Menopause affects half our population at some point in their lives. Usually between the ages of 45 and 55 (although it can happen younger or older), menopausal women and people assigned female at birth (AFAB) inclusive of trans men + non binary icons are the fastest-growing demographic in the workforce. 

Yet 45% feel menopausal symptoms negatively impact their work and 47% who needed to take a day off say they wouldn’t tell their employer the real reason. Even worse, in a survey by the Equality and Human Rights Commission (EHRC), one in 10 women and AFAB people who worked during their menopause were forced to leave their job due to symptoms.

Aside from failing to prioritise the health and wellbeing of your employees, which can have disastrous consequences for your employer brand, brushing menopause under the rug (that may or may not have been a pun – you decide) could put your business at risk of being sued. Recently, The EHRC confirmed menopause symptoms can be considered a disability and failing to make "reasonable adjustments" amounts to discrimination under the 2010 Equality Act if the symptoms have a "long-term and substantial impact" on a woman's ability to carry out their usual day-to-day activities.

Now do you think we should talk about it?

Read on for five ways menopause can impact women and AFAB people at work – and five things you can do as an employer to foster a more supportive, inclusive environment for them.

1. Physical symptoms take a mental toll

Menopause isn't just about hot flashes and night sweats (although granted, they suck); it's a rollercoaster of physical and emotional changes. Hormonal fluctuations can cause symptoms ranging from fatigue and difficulty sleeping, to anxiety and mood swings, to heart palpitations and joint pain, to problems with memory and difficulty concentrating. Imagine trying to nail that presentation while battling brain fog, or mustering the energy for a crucial client meeting when all you can think about is going to sleep… 

The first step is acknowledging these very real challenges. Taking the lead by recognising these symptoms exist and offering workarounds – like flexible work arrangements, remote work, or adjusted schedules – not only constitutes practical help for people experiencing menopause; it also validates their experiences and demonstrates moral support, which sets the tone for how your other employees treat them.

2. Dealing with stigma and silence

Thanks to our quite frankly archaic attitudes, menopause is shrouded in stigma and silence in most professional settings. The result is many women and AFAB people feel they can’t admit they’re going through menopause in case of judgement or discrimination. 

Counter this by creating a culture of openness and empathy, normalising conversations about menopause and empowering women and non-binary people to seek the support they need without fear of repercussions. Introduce menopause policies, run company-wide menopause-awareness training, and talk about menopause as part of your equity and inclusion conversations to foster greater understanding and inclusivity.

3. Productivity takes a hit

The turbulence of menopause can impact productivity levels, affecting women's and AFAB people’s performance at work. Studies indicate those experiencing severe menopausal symptoms may struggle to maintain efficiency and focus; add frequent doctor's appointments, disrupted sleep and increased stress to the mix and it’s no surprise if those experiencing menopause aren’t always firing on all cylinders.

The thing is: no one can hit peak performance constantly – and, honestly, even attempting to is a surefire recipe for burnout. We’re all human, so cut people some slack. Create an open dialogue with employees experiencing menopause to better understand how you can support them – things as simple as giving them more time to prepare before meetings or the option to take more regular breaks can help, while offering counselling and tailored wellness initiatives go the extra mile in offering support and demonstrating that their physical and mental health is a priority for your business.

4. Impacting career progression

Menopause often coincides with the peak of women's and AFAB people’s careers, when they feel they need to be at their most productive. But the challenges it poses, coupled with societal expectations and age-related biases, can create unfair barriers to professional progression. As Lyma points out: “It's hardly an understatement to label it the worst timing ever.”

Along with increasing awareness of menopause to reduce unconscious bias, make sure women and AFAB people of any age – and at any stage of their life – can reach their potential by encouraging proactive career planning and training line managers to continually develop all the talent in their teams. You could even introduce a mentorship programme tailored to support women navigating menopause while pursuing their professional goals.

5. Long-term health concerns

Depending on the individual, the entire process of perimenopause (when symptoms can start) and menopause can last up to 14 years (yes, you read that right). Plus, the hormonal changes associated with menopause increase risk of conditions including osteoporosis, cardiovascular disease, and depression. The point is: menopause should be treated with the same respect and consideration as any other significant health condition, rather than a temporary inconvenience.

If you can, demonstrate that your business prioritises women’s health by offering comprehensive healthcare benefits, including access to menopause specialists, preventive screenings, and mental health support services. As well as boosting employee satisfaction and retention, you’ll also contribute to a more inclusive and compassionate workplace culture.

Here at Lightning, we’re more than a recruiter – we consult with ideas and insights that build your employer brand and push your business forwards. Want to find out how we can help you support (and retain) top talent? Get in touch.