Supporting Menopause and Mental Health in the Workplace: Practical Steps for Employers

Oct 8, 20243 min read

October brings an important focus on both Menopause Awareness and World Mental Health Day, making it a fitting time to reflect on how these topics intersect, particularly in the workplace. As menopause is a natural phase that impacts half of the population—its influence extends beyond physical symptoms, affecting mental health and work performance. In this guest blog, Nadia DiLuzio, a member of the British Association for Counselling and Psychotherapy (MBACP) from The Mindful Business Company, shares insights on how employers can better support employees experiencing menopause. She provides practical advice on fostering an inclusive, supportive environment that prioritises wellbeing and mental health, helping teams thrive in both their professional and personal lives.

Menopause and Mental Health in the Workplace

Thank you to the team at Lilac HR for inviting me to share my thoughts on this month's topic of Menopause. Interestingly, October houses Menopause Awareness month and World Mental Health Day marked on the 10th, and I find it fitting that the two go hand this year, with the theme of the World Health Organisation's global focus on mental health being the prioritisation of mental health in the workplace.

If you’re not familiar, menopause is the natural biological process that affects every woman and some transgender individuals typically between the ages of 45 and 55. Around 25% of people experience little impact from the symptoms and around 25% of people experience a significant impact on their daily lives, and when you start to understand the individual experiences of menopause, you can start to appreciate that the middle 50% are somewhere on that spectrum of symptoms and experience.

It is also important to remember that a person's experience of menopause doesn’t stop at home; it can significantly influence their work life too. It is more than just a phase; it's a complex series of hormonal changes that can lead to physical and emotional symptoms. Brain fog, fatigue, and low mood are just a few of the symptoms and these can impact work performance and wellbeing

So, what can you do as employers and line managers? Let’s start with creating a supportive atmosphere in which teammates feel they can discuss how the menopause is affecting them at work. Looking at the reasonable adjustments that can be made to support them is the first step in demonstrating your commitment to providing a safe place to work and can also help them start the conversation, as it can be based on a policy you have already created, to show you care.

Why not talk to your Lilac team about creating a policy that outlines your support. Here are a few things from a wellbeing perspective you can consider including:

Flexible working hours to support periods of fatigue

A later start time if sleep is being affected

Extending deadlines and providing more detailed written information for tasks and projects, if brain fog is being experienced

If your team comes into an office location, considering where they spend the majority of their day is important – can they open windows or make use of a fan if they are too warm

If your team wears a uniform, are there any adjustments to it that you can accommodate

Provide signposting to free and inclusive local and national support

If you offer benefits such as a Digital GP or counselling make sure your team know they are available

Communication is key to breaking down the stigma of mental health and menopause at work. It can also help people stay in their roles, which helps contribute to positive mental health and wellbeing, as well as reducing absence and increasing retention in your business.

So, if you notice a member of your team's performance has changed, before asking them why their performance isn’t where you need it to be, try asking them how they are and how you can support them. It could be the question they were waiting to be asked.