How do I deal with menopausal co-workers?

Posted on January 13, 2023 by Sally-Anne Turner

With menopausal women making up the fastest growing demographic in the UK workforce, more and more businesses are looking to support and aid their menopausal co-workers during this troublesome period of life. The conversation around menopause in the workplace has evolved significantly over recent years, transforming from a taboo subject that women felt they had to hide to an important workplace wellbeing issue that forward-thinking employers are actively addressing. Understanding how to support menopausal colleagues isn't just about being compassionate—it's about creating an inclusive, productive workplace where all employees can thrive regardless of their life stage.

The demographic shift we're witnessing is remarkable. Women aged between 45 and 55 represent one of the most experienced and valuable segments of the UK workforce, often occupying senior positions with decades of expertise and institutional knowledge. Yet many of these highly skilled professionals are struggling in silence, dealing with debilitating symptoms whilst trying to maintain their professional reputation and career progression. The impact extends beyond individual suffering—businesses are losing talented employees, experiencing reduced productivity, and facing increased absence rates, all of which could be mitigated with proper understanding and support.

Creating a menopause-friendly workplace requires a multi-faceted approach that combines education, policy changes, practical adjustments, and access to effective treatment options. When organisations get this right, the benefits are substantial: improved retention of experienced staff, enhanced employee loyalty, better workplace morale, and a reputation as an employer of choice. This comprehensive guide explores the business impact of menopause, practical strategies for supporting colleagues going through this transition, and how specialist treatment services can make a meaningful difference to women's lives and workplace performance.

How does menopause impact business?

According to a survey from the British Menopause Society, 45% of women feel their menopause symptoms have a negative impact on their work, and 47% of women have taken a day off due to their debilitating menopause symptoms but have not told their boss the real reason. Every year, 14 million days are missed due to menopause symptoms. These figures represent a significant economic cost to UK businesses, yet they only tell part of the story. Behind these statistics are individual women making difficult decisions every day about whether they can face going into work, whether they should speak up about their struggles, or whether they might need to consider leaving their job altogether.

These statistics are emblematic of the problem at hand – working menopausal women are struggling. That's why 1 in 4 women will leave the workforce due to menopause symptoms. This represents an enormous loss of talent, experience, and institutional knowledge that organisations can ill afford in today's competitive business environment. When a woman in her late forties or early fifties leaves her role, she takes with her years of expertise, professional relationships, and understanding of the business that simply cannot be replaced overnight. The recruitment and training costs associated with replacing these experienced professionals are substantial, yet many organisations fail to recognise that supporting women through menopause could prevent these departures entirely.

When struggles from the menopause impact a woman's confidence and workflow, support is vital. Menopause is not simply about hot flashes and mood swings; some women report loss of concentration and memory, real difficulty sleeping, weight gain, and severe impacts on mental health. The cognitive symptoms can be particularly distressing for professional women who pride themselves on their mental acuity and performance. Imagine being in an important meeting and suddenly forgetting what you were about to say, or struggling to recall a colleague's name despite having worked with them for years. These experiences, commonly described as "brain fog," can be deeply unsettling and can undermine a woman's confidence in her professional abilities.

The physical symptoms of menopause can be equally challenging in a work context. Hot flashes, which can strike without warning and leave a woman drenched in perspiration, are not only uncomfortable but can be embarrassing in professional settings. Night sweats disrupt sleep patterns, leading to chronic fatigue that affects concentration, decision-making, and overall work performance. Some women experience joint pain, headaches, or heart palpitations that make it difficult to focus on work tasks. The cumulative effect of these symptoms, day after day, week after week, can be utterly exhausting and demoralising.

And it isn't just the menopause; women on either side of the change going through perimenopause or postmenopausal symptoms see symptoms that impact their work-life. Perimenopause, which can begin several years before the actual menopause, often catches women by surprise. They may be in their early forties, at the peak of their careers, when symptoms start to appear. Because there's less awareness about perimenopause compared to menopause itself, many women don't immediately recognise what's happening to them, which can add confusion and anxiety to an already challenging situation. Similarly, postmenopausal women may continue to experience symptoms for years after their final period, requiring ongoing support and understanding from employers.

The mental health impact of menopause in the workplace deserves particular attention. Many women report increased anxiety, low mood, or even depression during this transition. When combined with the pressure to perform at work and the fear of being judged or overlooked for promotion due to menopause symptoms, the psychological burden can become overwhelming. Some women describe feeling like they're losing their sense of self, questioning their professional competence, and worrying constantly about their performance. This psychological distress can be just as debilitating as the physical symptoms, yet it's often invisible to colleagues and managers who may simply perceive the woman as being "off her game" without understanding the underlying cause.

The business case for supporting menopausal employees extends beyond retention and absence reduction. When women are properly supported through menopause, they're more likely to remain engaged, productive, and committed to their employer. They're more likely to speak positively about their organisation, contributing to employer brand and reputation. They're also more likely to progress in their careers rather than plateau or step back, ensuring that organisations benefit from their experience and expertise at senior levels. Conversely, organisations that fail to support menopausal employees risk developing a reputation as an employer that doesn't value or support women, which can impact recruitment efforts and overall workplace culture. But there's a solution.

How do we help menopausal co-workers?

Research has shown that BHRT, bio-identical hormone replacement therapy, and conventional hormone replacement therapy are effective in treating menopause and perimenopausal symptoms, where women take hormones to regulate hormone levels and prevent the development of more severe ailments. Hormone replacement therapy has been used successfully for decades to alleviate menopause symptoms, and modern formulations offer women more choices than ever before in terms of delivery methods, hormone types, and treatment regimens. The evidence base supporting HRT continues to grow, with numerous studies demonstrating significant improvements in quality of life, work performance, and overall wellbeing for women who access appropriate treatment.

Our safe, tailored and cost-effective Bodyline services can be used to better the health of menopausal women all over the UK. We provide personalised treatments with individual prescriptions based on symptoms and blood test analysis, called the M Plan. Unlike one-size-fits-all approaches to menopause treatment, the M Plan recognises that every woman's experience of menopause is unique. Symptoms vary dramatically from one individual to another, as do hormone levels, medical history, and treatment preferences. This personalised approach ensures that each woman receives treatment that's specifically tailored to her needs, maximising effectiveness whilst minimising potential side effects.

The M Plan begins with comprehensive blood testing to establish baseline hormone levels and identify any deficiencies or imbalances that may be contributing to symptoms. This diagnostic approach takes the guesswork out of treatment, providing objective data that informs prescribing decisions. Women then have a detailed consultation with one of Bodyline's specialist menopause nurses, who take time to understand their symptoms, lifestyle, medical history, and treatment goals. This holistic assessment ensures that treatment recommendations take account of the whole person, not just their hormone levels.

Treatment options available through the M Plan include various forms of hormone replacement therapy, delivered through different methods such as patches, gels, tablets, or pessaries, depending on what works best for each individual woman. The flexibility of the programme means that treatment can be adjusted over time as symptoms change or as women's preferences evolve. Regular monitoring and follow-up appointments ensure that treatment remains effective and appropriate, with dosages adjusted as needed to maintain optimal symptom control.

We work with companies and in collaboration with partners in the menopause industry to deliver corporate gold-standard menopause treatments, including HRT and BHRT tailored to individual employees. This corporate approach to menopause support represents a proactive investment in workforce wellbeing and productivity. Rather than waiting for women to struggle and potentially leave the organisation, forward-thinking employers are partnering with specialist providers like Bodyline to ensure their female employees have easy access to expert menopause care. This can be delivered through various models, including on-site clinics, virtual consultations, or referral pathways that make it simple for employees to access the help they need.

Corporate menopause programmes typically include education and awareness sessions for all staff, helping to create a workplace culture where menopause is understood and supported rather than stigmatised. Managers receive specific training on how to have supportive conversations with menopausal employees, what reasonable adjustments might be helpful, and how to ensure that women going through menopause aren't disadvantaged in terms of career progression or opportunities. This comprehensive approach addresses both the medical treatment needs and the workplace culture changes required to truly support menopausal employees.

The benefits of corporate menopause programmes extend beyond the individual women receiving treatment. When organisations demonstrate that they take menopause seriously and are willing to invest in supporting their female employees, it sends a powerful message about values and priorities. It shows that the organisation recognises women's contribution and wants to retain their talent and expertise. It demonstrates a commitment to equality and inclusion, recognising that supporting employees through different life stages is part of creating a truly inclusive workplace. These cultural benefits can enhance employee engagement, improve retention across the workforce, and strengthen the organisation's reputation as an employer of choice.

You can begin your journey to help your co-workers and employees through menopause in the workplace by getting in touch with our Specialist Menopause Nurses, trained to deliver HRT for menopausal women and Support Plans for Corporates. Our team has extensive experience working with organisations of all sizes, from small businesses to large corporations, across various sectors. We understand the unique challenges different workplace environments present and can tailor our approach accordingly. Whether you're looking to establish a comprehensive menopause policy, provide treatment access for employees, or simply want to understand more about how menopause might be affecting your workforce, our specialists can guide you through the options and help you develop an approach that works for your organisation.

Call us on 0800 995 6036 or fill in the online contact form for a call back. Taking that first step to explore corporate menopause support demonstrates leadership and commitment to employee wellbeing. Our team will work with you to understand your organisation's specific needs, the demographics of your workforce, and your goals for supporting menopausal employees. We can then develop a bespoke programme that fits your budget, culture, and operational requirements, ensuring that the support you provide is both effective and sustainable.

How do I deal with menopausal co-workers?

It is important to publish guidance, information, and training to employees and those in the managerial team. Many women do not recognise the signs of perimenopause, so when symptoms appear they can cause distress. By ensuring your workforce is educated and aware of what to expect, the stigma and mystery surrounding the menopause will begin to disappear. Education is the foundation of effective menopause support in the workplace. When everyone understands what menopause is, what symptoms women might experience, and how it can affect work performance, it becomes much easier to have open conversations and implement helpful adjustments. This education should be inclusive, delivered to all staff regardless of gender, age, or seniority, because menopause support is everyone's responsibility.

Comprehensive menopause education programmes should cover the basics of what menopause is and when it typically occurs, but also delve into the wide range of symptoms women might experience and how these can manifest in the workplace. It's important to dispel common myths—for example, that menopause only lasts a few months, or that it only causes hot flashes and mood swings. By providing accurate, detailed information about the reality of menopause, organisations help create a more understanding and supportive environment where women feel able to speak up about their experiences without fear of judgment or discrimination.

Manager training deserves particular attention because line managers are often the first point of contact for employees struggling with menopause symptoms. Managers need to understand their legal obligations under equality legislation, recognising that menopause-related discrimination is a form of sex discrimination and potentially age discrimination. They need practical guidance on how to initiate sensitive conversations with employees who might be experiencing menopause symptoms, how to conduct supportive performance discussions that take account of temporary difficulties, and how to implement reasonable adjustments that can help women continue to perform effectively at work.

By eliminating the stigma, this will benefit you as a business, ensuring clarity and openness between co-workers across the board. When menopause becomes a topic that can be discussed openly and matter-of-factly, rather than something women feel they must hide or be embarrassed about, it transforms workplace dynamics. Women feel more comfortable asking for the support they need, whether that's adjusting their working hours, changing their workspace temperature, or taking a short break during a particularly severe hot flash. Colleagues become more understanding and supportive rather than potentially misinterpreting symptoms as poor performance or lack of commitment. This cultural shift creates a more inclusive, supportive workplace for everyone.

Flexible working is also a great way to adjust for menopausal co-workers, giving them the ability to choose when and where they are able and happiest to work to ensure the greatest level of output for the business. Flexibility can take many forms, and what works for one woman may not suit another, so it's important to have individual conversations about what would be most helpful. Some women find that starting work slightly later helps them cope with sleep disruption caused by night sweats, allowing them to get a bit more rest before facing the working day. Others might prefer to work from home on days when symptoms are particularly challenging, avoiding the stress of commuting and the potential embarrassment of experiencing severe hot flashes in a crowded office or on public transport.

Flexible working arrangements might also include the option to adjust working hours during particularly difficult periods, perhaps working slightly reduced hours temporarily whilst symptoms are severe, with the understanding that hours can increase again when symptoms improve. Some organisations offer "menopause leave" as part of their wellbeing policies, recognising that there may be occasions when symptoms are so severe that a woman simply cannot work effectively and needs to rest and recover. This approach treats menopause symptoms with the same seriousness as other health conditions that might require occasional absence or adjustment.

Beyond formal flexible working arrangements, there are numerous practical adjustments that can make a significant difference to menopausal women's comfort and ability to work effectively. These might include providing fans or allowing women to position themselves near windows that can be opened, ensuring access to cold drinking water throughout the workplace, allowing women to dress in layers or wear lighter clothing even if there's a formal dress code, and creating quiet spaces where women can take a break if they're feeling overwhelmed by symptoms. These adjustments typically cost little or nothing to implement but can have a substantial positive impact on affected employees.

Creating a formal menopause policy is an important step for many organisations. A well-crafted policy sets out the organisation's commitment to supporting menopausal employees, explains what support is available, and provides clear guidance on how employees can access that support. It should outline the process for requesting reasonable adjustments, explain confidentiality procedures, and clarify how menopause-related absence will be recorded and managed. Having a clear policy in place demonstrates organisational commitment and provides employees with confidence that they will be supported if they need help.

Establishing menopause champions or support networks within the organisation can provide valuable peer support for women going through menopause. These champions, who might be employees who have personal experience of menopause or who have received specific training on the topic, can offer informal support, signpost to resources, and help create a community where women feel less isolated in their experiences. Some organisations establish menopause support groups or networks where women can share experiences, tips, and mutual support, which many women find invaluable during this challenging life stage.

It's also important to consider how menopause might intersect with other aspects of workplace practice. For example, performance management processes should acknowledge that women experiencing severe menopause symptoms might temporarily struggle with certain aspects of their role, and this should be taken into account when assessing performance. Career development and promotion processes should ensure that women aren't disadvantaged because of menopause symptoms—for example, a woman shouldn't be overlooked for promotion because she's had a few months of reduced performance due to severe symptoms that are now being effectively managed. Succession planning should recognise the value of retaining experienced women through menopause rather than assuming they might leave the organisation.

Communication about menopause support should be regular and visible. It's not enough to develop policies and support mechanisms if employees don't know they exist. Information about menopause support should be included in induction processes for new employees, featured in internal communications, discussed in team meetings, and made easily accessible through the organisation's intranet or employee handbook. Senior leaders should talk openly about the organisation's commitment to supporting menopausal employees, helping to normalise the conversation and demonstrate that this is a priority at the highest levels of the organisation.

For colleagues who want to support menopausal co-workers on an individual level, there are many ways to be helpful and understanding. Simply being aware that a colleague might be experiencing menopause symptoms can help you interpret their behaviour more charitably—recognising that if they seem forgetful or distracted, it might be brain fog rather than lack of interest or commitment. Being discreet and not making a fuss if a colleague is clearly experiencing a hot flash shows respect and consideration. Offering practical help, such as adjusting room temperature or offering to take notes in a meeting if a colleague is struggling with concentration, can make a real difference. Most importantly, treating menopause as a normal life event rather than something embarrassing or shameful helps create a supportive environment where women feel comfortable being open about their experiences.

It's worth remembering that supporting menopausal colleagues isn't just the right thing to do from an ethical or compassionate perspective—it makes sound business sense. When women receive appropriate support and treatment, they can continue to perform at their best, bringing their full skills, experience, and expertise to their roles. Organisations that support menopausal employees effectively benefit from improved retention, reduced absence, enhanced productivity, and a reputation as an inclusive employer that values all its staff. In today's competitive talent market, these advantages can make a significant difference to organisational success.

Book your consultation at Bodyline Clinic to discuss how our corporate menopause treatment programmes can support your workforce. Our team can conduct a workplace assessment, provide education and training for managers and staff, establish treatment pathways for employees, and help you develop comprehensive menopause policies and support mechanisms. We work with organisations across the UK, with clinics in Birkenhead, Liverpool, Manchester, St Helens, Stockport, Stoke-on-Trent, and Warrington, as well as offering online consultations for employees throughout the country. Our flexible approach means we can tailor our services to meet your organisation's specific needs, whether you're a small business taking your first steps in menopause support or a large corporation looking to enhance existing wellbeing programmes.

Supporting menopausal co-workers is an investment in your organisation's future. The women going through menopause in your workplace today are likely some of your most experienced, skilled, and valuable employees. By ensuring they have the support and treatment they need to manage their symptoms effectively, you're not just helping individuals—you're strengthening your entire organisation. The knowledge, expertise, and leadership these women bring cannot be easily replaced, and supporting them through menopause ensures that your organisation continues to benefit from their contribution for years to come.

If you're an individual woman struggling with menopause symptoms at work, know that help is available. You don't have to suffer in silence or feel that you need to choose between your health and your career. Effective treatments exist that can dramatically improve your symptoms and quality of life. Bodyline's M Plan provides personalised menopause treatment based on your individual symptoms, hormone levels, and medical history. Our experienced menopause specialists understand the impact that symptoms can have on your work life and can work with you to find treatment solutions that help you feel like yourself again.

Whether you're in the early stages of perimenopause, going through menopause, or experiencing postmenopausal symptoms, our team can help. We offer comprehensive blood testing to identify hormone imbalances, detailed consultations to understand your symptoms and concerns, personalised treatment plans that may include various forms of HRT, regular monitoring and follow-up to ensure treatment remains effective, and ongoing support throughout your menopause journey. Don't let menopause symptoms derail your career or diminish your quality of life. Contact Bodyline today to discover how our specialist menopause services can help you thrive at work and beyond.