How can organisations keep workplace menopause support going beyond the initial buzz?
Author: Laura Shuckburgh, Menopause Coach
The conversation around menopause in the workplace has come a long way. A few years ago, breaking the silence felt like a necessary first step to workplace menopause support – a way to finally acknowledge a natural life stage that affects millions of women. Companies took notice, implemented policies, and hosted awareness campaigns. But in many cases, the momentum has faded, leaving menopause support as a fleeting initiative rather than a lasting change.
The truth is, the real work begins after breaking the silence. For businesses that want to thrive in the long term, it’s time to go beyond the initial recognition and build workplace menopause support into the very fabric of their culture. This isn’t a temporary trend to check off the diversity and inclusion box—it’s a vital part of supporting the health, wellbeing, and retention of an experienced and talented workforce.
From awareness to action: keeping the conversation alive
Many organisations have taken the first step by starting conversations around menopause, but the risk now is that those efforts will be forgotten. It’s essential that companies recognize that supporting women through menopause isn’t a one-time event – it’s an ongoing commitment. With 1 in 3 people in the workforce over 50, menopause will continue to impact a significant portion of employees. Employers need to keep the conversation going, ensuring that awareness doesn’t just fade into the background.
Embedding menopause support into workplace culture
The goal isn’t just to raise awareness; it’s to normalise menopause as part of everyday work life. This means integrating it into policies, training, and support systems in ways that last beyond a single initiative. By doing this, employers can create an environment where employees feel comfortable talking about menopause as they would any other aspect of their health.
How to embed workplace menopause support in your organisation
- Evolve policies into long-term programmes
Policies supporting menopause should evolve into long-term, integrated support programmes. Flexible working arrangements, access to quiet spaces, and health accommodations should be standard, not perks. These should be regularly reviewed and adapted based on employee feedback. - Training as a cultural norm, not an occasional event
Training and awareness about menopause should be woven into ongoing professional development. Regular sessions for all employees—not just those experiencing menopause—are key to creating a supportive environment. This can include training for managers to better understand the impact of menopause and develop empathetic communication skills, as well as sessions for employees to become aware of available resources and support structures. - Personalised and accessible Support
Companies need to go beyond general awareness and offer personalised support such as one-on-one menopause coaching. Having confidential spaces where employees can seek guidance, develop coping strategies, and feel supported can make all the difference in maintaining productivity and wellbeing during menopause. - Creating a continuous feedback Loop
Listening to employees is crucial. Companies should create open channels for feedback, ensuring that the needs of women in midlife are heard and addressed. Regularly reviewing and adapting support structures based on real-world experiences helps keep the organisation responsive and inclusive. - Make menopause a regular part of employee wellbeing initiatives
Menopause should be as visible in workplace wellbeing programmes as mental health or physical fitness. Regular workshops, discussions, and resources on managing menopause should be part of the wider corporate wellbeing strategy, reinforcing that it is an integral part of health at work.
Moving from silence to sustainability
Embedding workplace menopause support into your culture is not just about doing the right thing – it’s also about creating sustainable organisational success. Retaining experienced, talented women, reducing absenteeism, and enhancing job satisfaction are clear benefits of integrating menopause into the core of your wellbeing strategy. Companies that make menopause support a priority will be better positioned to foster a truly inclusive culture, benefiting all employees, not just those experiencing menopause.
Now that the silence has been broken, let’s not let it slip back into the shadows. It’s time for businesses to make menopause support a lasting part of their organisational DNA—where it belongs.
To learn more about how your company can implement menopause awareness and coaching, get in touch with us today. Our team is ready to help you create a more inclusive, supportive culture that ensures all employees can thrive.