Embracing Menopause in the Workplace for All Ages

A selection of cut fruit to represent inclusivity in the workplace.
Photo by Brooke Lark / Unsplash

Age is but a number, and today we delve into a topic that's gaining well-deserved attention in the workplace: Menopause. Yes, you heard it right!

Regardless of your age, it's important to understand this natural transition to better support our colleagues and friends.

And guess what?

More and more companies are embracing menopause-related policies to create a nurturing environment.

But before we dive into this fabulous wave of change, let's take a moment to understand the terminology. You will thank us later!

Understanding Menopause Terminology

Perimenopause is a natural phase that occurs in individuals assigned female at birth, typically between the ages of 45 and 55, although it's worth noting it can occur earlier in some individuals.

During this period, hormonal changes can lead to various physical and emotional symptoms, including hot flashes, night sweats, mood swings, fatigue, and difficulty concentrating. These symptoms can impact an individual's well-being and performance at work, potentially causing stress and reduced productivity.

Menopause occurs once an individual has stopped having their period for 12 months. Although symptoms can persist, it is the ending of a woman's reproductive years.

Coping Strategies for Perimenopause in the Workplace

Menopause is a natural transition that occurs in a woman's life at some point and, deserves our attention and support in the workplace.

Understanding and accommodating the challenges associated with menopause can foster an inclusive environment where everyone feels valued and respected. Below we will explore effective coping strategies for navigating perimenopause and menopause in the workplace, ensuring a positive and empowering atmosphere for all.

  1. Open Communication: Cultivating an environment of open communication is crucial. Encourage honest conversations about menopause in the workplace, creating a safe space for individuals to discuss their experiences and seek support. By fostering empathy and understanding, we can establish a culture that values and respects diverse life experiences.
  2. Flexible Work Arrangements: Embracing flexibility in work arrangements can be immensely beneficial for individuals experiencing perimenopause symptoms. Offering adjusted schedules, remote work options, or compressed work weeks enables individuals to manage their energy levels effectively and maximise productivity during periods when they feel most comfortable. This flexibility promotes work-life balance and overall well-being.
  3. Education and Awareness: Increasing awareness about menopause benefits the entire workforce (share this article!). By providing information about menopause symptoms, challenges, and ways to support colleagues, we foster empathy and reduce stigmatisation. Education empowers everyone to create a supportive and inclusive environment.
  4. Workplace Adjustments: Making simple adjustments in the workplace can alleviate menopause symptoms for all employees. Providing access to fans, adjusting temperature controls, and offering ergonomic seating contribute to a comfortable and accommodating workspace. Private spaces for rest or relaxation are invaluable for individuals experiencing challenging moments.
  5. Wellness Initiatives: Prioritising wellness initiatives benefits everyone in the workplace. Programs that focus on physical and mental well-being, such as meditation, mindfulness sessions, exercise classes, or yoga, can help alleviate menopause symptoms and promote overall health. Offering resources, such as counselling services or health information, supports individuals in their journey.
  6. Supportive Policies: Developing supportive policies that address menopause-related concerns ensures equal opportunities for all employees. Policies may include provisions for sick leave or flexible hours for medical appointments, accommodating individuals' needs during this phase of their lives. These policies demonstrate an organisation's commitment to inclusivity and employee well-being.

Let us create an environment where all individuals feel heard, respected, and empowered during their menopause journey. Together, we can foster inclusivity and equality in the workplace, ensuring that everyone can flourish and contribute their unique talents and perspectives.


Menopause and the workplace, Australasian Menopause Society, 2023

CCOHS: Menopause in the Workplace, Canadian Centre for Occupational Health and Safety, 2022

United Kingdom (UK)
Menopause in the workplace, Menopause Matters, 2017

United States of America (US)
How to Accommodate Menopause at Work, shrm.org, 2015