World Menopause Day: Creating a more supportive workplace

World Menopause Day takes place on 18th October each year and provides an opportunity to raise awareness, challenge stigma and encourage more open conversations about menopause.

For employers, it is also a valuable opportunity to look at how menopause can affect employees at work and consider whether the right support is in place.

Menopause is a natural stage of life, but symptoms can have a significant impact on someone’s physical health, mental wellbeing, confidence and working life. Creating a workplace where employees feel comfortable talking about menopause and asking for support can make a meaningful difference.

At Hands On At Work, we believe that workplace wellbeing should support people at every stage of their working lives.

What is menopause?

Menopause is a natural biological stage that occurs when menstrual periods stop as a result of hormonal changes. The years leading up to menopause are known as perimenopause.

Everyone’s experience is different. Some people experience few or no symptoms, while others can experience symptoms that affect their everyday life and their ability to work comfortably.

Common menopause and perimenopause symptoms can include:

• Hot flushes and night sweats
• Sleep difficulties and tiredness
• Anxiety and changes in mood
• Reduced concentration or memory
• Headaches
• Muscle and joint aches
• Changes in confidence
• Irregular or heavier periods
• Palpitations
• Changes in energy levels

Because symptoms can vary considerably from person to person, there is no one size fits all approach to menopause support in the workplace.

How can menopause affect employees at work?

For some employees, menopause symptoms can affect concentration, confidence, energy levels, attendance and overall wellbeing.

CIPD research found that 73% of women aged 40 to 60 surveyed had experienced symptoms related to the menopause transition. Two thirds of those who had experienced symptoms said they had a mostly negative effect on them at work.

The research also found that 27% said menopause had had a negative impact on their career progression, while around one in six had considered leaving work because of a lack of support relating to their menopause symptoms.

These figures highlight why menopause in the workplace should be part of a wider employee wellbeing and inclusion strategy.

Why workplace menopause support matters

A supportive workplace can help employees feel more comfortable discussing their needs and accessing appropriate support.

Sometimes, relatively simple changes can make a significant difference. These might include flexibility around working hours, access to a comfortable environment, the ability to control workplace temperature, appropriate breaks or adjustments to working arrangements.

The most helpful support will depend on the individual and their role.

It is also important to remember that menopause support is not simply about policies. Workplace culture matters too.

Creating an environment where menopause can be discussed without embarrassment or judgement can help reduce stigma and make it easier for employees to ask for support when they need it.

The UK government’s menopause workplace agenda

Menopause is increasingly recognised as an important workplace wellbeing and equality issue.

In March 2026, the UK Government published new guidance for employers on supporting employees experiencing menopause. Employers with 250 or more employees can voluntarily create and publish an action plan alongside their gender pay gap data. Subject to legislation, these action plans are expected to become mandatory from spring 2027.

The government guidance includes 18 recommended evidence informed actions that employers can consider. These include reviewing workplace policies, providing workplace adjustments, conducting menopause risk assessments and offering access to occupational health advice.

There is currently no specific UK employment law dealing solely with menopause. However, employers should consider their existing responsibilities under areas such as health and safety and equality legislation when supporting employees affected by menopause.

For organisations, this makes 2026 an important time to review their approach and consider how menopause support fits within their wider people and wellbeing strategy.

How can employers support menopause at work?

There are several practical ways organisations can create a more menopause supportive workplace.

Start the conversation

Awareness is an important first step.

Providing employees and managers with accurate information can help remove some of the stigma around menopause and create opportunities for more open conversations.

Educate managers

Line managers can play an important role in supporting employees experiencing menopause symptoms.

Managers do not need to be medical experts. However, they should understand the potential impact of menopause, know how to approach conversations sensitively and understand where employees can access further support.

CIPD guidance highlights the important role managers play in creating an open and supportive workplace culture.

Review workplace adjustments

Small practical changes can sometimes make a significant difference.

Employers can consider factors such as workplace temperature, access to breaks, flexibility, working patterns and the physical working environment.

The most appropriate adjustments will depend on the individual, their symptoms and their role.

Build menopause into your wellbeing strategy

Menopause support works best when it forms part of a wider approach to employee wellbeing rather than being treated as a one day awareness campaign.

Consider how menopause connects with your existing mental health, physical health, inclusion and employee wellbeing initiatives.

How Hands On At Work can support your organisation

At Hands On At Work, we provide workplace wellbeing services that can complement your organisation’s wider approach to employee health and wellbeing.

Our menopause wellbeing services can help organisations raise awareness, encourage conversations and give employees practical information that they can use in their everyday lives.

Our support can include:

Menopause Webinars

Our educational wellbeing webinars provide employees with accessible information around menopause, symptoms, lifestyle and wellbeing.

They can be delivered virtually, making them suitable for hybrid and geographically dispersed teams.

Menopause Workshops

Interactive workplace wellbeing workshops can provide employees with an opportunity to learn more about menopause and discuss practical ways to support their wellbeing.

Workplace Massage

Workplace massage can provide employees with an opportunity to step away from the demands of the working day and take a moment to relax and recharge.

As part of a wider wellbeing programme, workplace massage can complement educational initiatives and help organisations create regular opportunities for employees to prioritise their wellbeing.

Find out more information on our services

World Menopause Day is a starting point, not an end point

World Menopause Day on 18th October is a useful opportunity to start conversations and raise awareness, but meaningful menopause support should continue throughout the year.

For employers, it is a chance to ask:

• Do our employees know where to find support?
• Are our managers confident having conversations about menopause?
• Have we considered reasonable workplace adjustments?
• Does our wellbeing strategy reflect the needs of our workforce?
• Are we creating a culture where employees feel comfortable asking for support?

Taking the time to consider these questions can help organisations build a more inclusive and supportive workplace.

Supporting your people through every stage of working life

Menopause is part of many employees’ working lives, and supporting people through it is an important part of creating a healthy and inclusive workplace.

Whether you are looking to mark World Menopause Day, introduce menopause awareness into your employee wellbeing programme or develop a longer term approach to menopause support, Hands On At Work can help.

Our flexible workplace wellbeing services can be tailored to the needs of your organisation and your people.

Want to support your employees this World Menopause Day?

Get in touch with Tina or Chantall at Hands On At Work to discuss our menopause wellbeing services: info@handsonatwork.co.uk