Menopause, Work and the Power of Understanding

Menopause can have a significant impact on people's working lives, yet many employees still feel unable to talk openly about their experiences.

This Menopause Awareness Month, Age Scotland's Information Manager, Jo, shares her story and explains how better workplace understanding and support can make a real difference.

'Brr, it's cold in here today!'

I watch as my colleague turns the heating up and puts on a cardigan. I try to surreptitiously open the window next to me a little, but the wind whistles loudly through the gap, causing people to look around. Embarrassed, I close it again, picking up an envelope to fan my burning face with.

My name is Jo, and I am the Information Manager at Age Scotland. I have been experiencing menopause symptoms for the last three years.

Understanding menopause

The average age at which women reach menopause is 51, with ages 45 to 55 being considered typical. Behind these statistics, however, are many women who experience symptoms much earlier, sometimes even in their 30s.

There are also those who experience premature or early menopause for a variety of reasons, including health conditions, medical treatment and gender transition.

While hot flushes may be the best-known symptom of menopause, they are only one part of a much bigger picture. Common symptoms can include low mood and anxiety, difficulties with memory and concentration, tiredness caused by night sweats and disrupted sleep, restless legs, intimate dryness, pain and recurrent infections, reduced sex drive, headaches, joint pain, sensitive teeth, itchy skin and ears, dry eyes and changes in vision, hair loss, heart palpitations and nausea.

Menopause and work

For many women, these symptoms can have a significant impact on working life.

Two-thirds of working women aged 40 to 60 say that menopause affects their work. Yet fewer than a quarter feel they have access to sufficient information and support. Persistent stigma around menopause also means that nearly half would be reluctant to tell their employer the real reason if they needed to take time off to manage their symptoms.

Despite menopause being a natural stage of life, many people still feel uncomfortable discussing it. This can leave employees feeling isolated and unsupported at a time when understanding and practical adjustments could make a substantial difference.

Creating supportive workplaces

Women over 50 are the fastest-growing segment of the UK workforce. Supporting employees experiencing menopause is therefore not only the right thing to do, but also makes good business sense.

Creating an environment where people can manage menopause symptoms effectively helps employees perform at their best while enabling organisations to retain experienced, knowledgeable staff.

Simple measures can often make a real difference. Flexible hours, hybrid working, workspace adjustments, more frequent breaks, and access to suitable technology and equipment can all help employees manage symptoms and remain engaged at work.

Just as importantly, organisations can foster a culture where people feel able to talk openly about menopause without fear of judgement or embarrassment.

Age Scotland's Menopause training

To help employers create more supportive workplaces, Age Scotland and The University of Edinburgh Business School have worked together to develop workplace menopause training for managers and staff.

Our three-hour interactive Menopause at Work: Tools and Techniques for Managers workshop provides managers with the knowledge and confidence needed to have supportive menopause-related conversations and lead effectively within an intergenerational workforce.

We also offer a one-hour Menopause Awareness webinar, designed to challenge stigma, tackle unconscious bias and gendered ageism, and help create environments where menopause-related challenges can be openly discussed and understood.

You can find out more or book a session. 

Why does workplace culture matter?

As for me, I am fortunate to work in a supportive and compassionate workplace.

I didn't need to feel embarrassed about opening a window. My colleagues didn't criticise, laugh or complain because they understood what I was dealing with.

Flexible working and reasonable adjustments can make a real difference, but just as important is an open and supportive culture where menopause can be discussed without judgement or embarrassment.

And a good desk fan.