Menopause at work: what has changed, and what still needs to change?

For many years, menopause was treated as something to manage quietly and privately. A woman could be leading a team, serving clients and making difficult decisions while dealing with interrupted sleep, hot flushes or changes in concentration. At work, she was often expected to carry on as though nothing had changed.

The conversation is opening up. More people recognise that menopause can affect the working day, and more employers are willing to talk about support. That is progress. But awareness only matters if it changes what happens when someone needs help.

MenoMove was created to help make that change. Through Business Engage, we work with organisations that want their people to contribute and progress throughout their careers. Menopause belongs in that conversation. Experienced employees should not feel that they have to step back from an opportunity because their workplace cannot accommodate a life stage that many people experience.

There is no single menopause experience. Some people have few symptoms; others find that sleep disruption, hot flushes or other changes affect them significantly. Symptoms may come and go, and an employee may still be working out what is happening. A manager does not need to diagnose any of this. They do need to create enough trust for someone to say, “I’m finding this difficult,” and know that the response will be respectful.

Often, support begins with ordinary working conditions. Can someone take a break when they need one? Is drinking water readily available? Are toilets accessible? Is there room to adjust a meeting time after a difficult night, or to talk about a uniform or workspace that makes symptoms harder to manage? These may sound like small things. To the person trying to get through the day and do good work, they can matter enormously.

Privacy matters just as much. Nobody should have to explain intimate symptoms to an entire team to receive a reasonable adjustment. Managers need guidance on how to listen, agree on practical support and handle a conversation confidentially. Employees also need to know where to turn if they would prefer to speak to someone else.

This is where organisations have more work to do. A menopause awareness event can start a conversation, but it cannot carry the responsibility on its own. Support has to be understood by managers and reflected in everyday decisions. It should make it easier for people to seek healthcare advice, remain engaged in their work and continue to pursue the opportunities they want.

The discussion also needs to include people who are not experiencing menopause themselves. Colleagues and leaders shape the culture in which someone decides whether it is safe to speak. When they understand the issue and respond without embarrassment or assumptions, the burden no longer sits with one person to explain and justify everything.

At MenoMove, we want to keep this conversation useful. In the coming weeks, we will share practical information for individuals, managers and organisations: how to recognise when it may be time to seek advice, what a supportive conversation can look like, and what workplaces can do.

The change we are looking for is straightforward. Someone experiencing menopause should be able to get the support they need and still be seen for their judgment, experience, ambition and contribution. That is the kind of workplace we should be building.