Why Menopause Is an HR Priority
Menopauses are currently the fastest‑growing demographic in the UK workforce. Recent data from the Chartered Institute of Personnel and Development shows that roughly 17 % of employees have considered leaving their job because lack of support during menopause. The problem is no longer a private medical issue; it is a legitimate workplace concern that can affect retention, performance, and organisational culture.
How Menopause Alters the Work Experience
Physiological changes such as fatigue, sleep disruption, and brain fog can make routine tasks more demanding. However, the most significant impact often comes from how an organisation responds. Workload, flexibility, line‑manager support, and the overall workplace culture determine whether menopause symptoms are managed or become a source of stress.
Identifying the Key Workplace Factors
- Flexibility – The ability to vary hours or switch to remote work is linked to decreased absenteeism.
- Managerial Support – Empathy from line managers can reduce feelings of isolation and improve coping strategies.
- Organisational Culture – A culture that openly discusses health conditions encourages inclusion and reduces stigma.
From Silence to Action: The Evolution of Menopause Policies
Early discussions about menopause at work were largely the domain of senior, professional women, creating a class bias. Dr. Evans’ research demonstrates that experiences vary widely by occupation, income level, and working conditions. For workers in lower‑paid or manual roles, rigid schedules and low control can amplify symptoms, while high‑control environments provide a buffer.
Current State of HR Practice
Many organisations still lack clear guidance on menopause, providing limited training or support. Consequently, policies often remain scattered, under‑implemented, or entirely absent. A structured, evidence‑based approach is required to fill this gap.
Research‑Based Recommendations for HR Professionals
Dr. Evans’ work emphasizes listening first. The research suggests that one‑size‑fits‑all solutions are ineffective. Instead, co‑design approaches involving employees and their managers lead to more relevant outcomes.
Create Psychologically Safe Spaces
Encourage open discussions by establishing confidential channels – for example, dedicated HR helplines or anonymous online forums. The focus should be on normalising experiences rather than framing them as medical crises.
Map Out Flexibility Options
Adjustments can include flexible start times, staggered breaks, or the option to work from home. Collect data on usage and outcomes to ensure the changes address real needs.
Integrate Menopause Into Well‑Being Programs
Many organisations already offer general well‑being resources. Adding targeted information about menopause – such as guidance on sleep hygiene, stress management, and healthy diet – can increase relevance.
University of Kent as a Case Study
The Kent Business School has taken concrete steps to embed menopause awareness into its wellbeing and inclusion agenda. Initiatives include:
- Regular menopause cafés that provide informal discussion groups.
- Development of a formal menopause policy aligned with national guidelines.
- Menopause fitness programmes that combine exercise with education.
- Research projects that inform future policy design.
These efforts illustrate how a data‑driven approach can improve employee experience and retention.
Action Plan for Your Organisation
1. Audit Your Current Policies. Conduct a gap analysis to identify missing elements related to menopause.
2. Gather Employee Input. Use surveys or focus groups to hear directly about challenges and preferred solutions.
3. Develop Targeted Training. Provide managers with tools to discuss menopause openly and support affected staff.
4. Implement Flexible Arrangements. Pilot flexible working arrangements and monitor outcomes.
5. Measure Impact. Track metrics such as absenteeism, turnover, and employee satisfaction to assess effectiveness.
Upcoming Event: Hands‑On Workshop with Dr. Evans
Mark your calendar for Thursday 4 December – Dr. Evans will host a free half‑day workshop at the Kent Canterbury campus. Topics include:
- Designing inclusive policies that cater to diverse working roles.
- Strategies for manager‑led support.
- Using data to inform policy decisions.
Register now to secure your place and take the first step toward a more inclusive workplace.
Further Resources
To deepen your knowledge, explore the following resources:
- Kent Business School – Learn about our research programmes and HR initiatives.
- Health, Social Care & Well‑Being – Access a range of wellbeing materials related to menopause.
- Events Calendar – Find upcoming seminars and training sessions.
Take Action Now
Is your organisation ready to implement evidence‑based menopause support? Start by consulting our guide on creating a supportive policy framework. If you need personalised advice, contact our HR support team today.
Share your experiences or questions in the comments below – let’s build a community that values well‑being at work.
Looking for more guidance on workplace flexibility? Explore our training programmes for managers to equip your leadership team with the skills they need to support all employees.
