Menopause in the Workplace: Why Men Must Step Up and Support Change

Menopause is one of the last great workplace taboos. It affects half the population at some point in their lives, yet it remains something we whisper about, or worse, completely ignore. And when we ignore it, we fail the millions of women trying to manage careers, responsibilities, and unpredictable symptoms that can make even the most routine workday feel like an uphill battle.

For too long, menopause has been seen as a “women’s issue.” It’s time for that to change. If you manage women, work alongside them, or simply care about creating a fair and supportive workplace, then menopause is your issue too.

Male leaders, managers, and colleagues have a crucial role in creating menopause-friendly workplaces. This isn’t just about being a “nice guy”, it’s about retaining talent, boosting productivity, and fostering an inclusive culture where employees feel valued at every stage of their careers.

So, let’s talk about why men should care, what they can do, and how we can work together to turn menopause into just another part of workplace well-being, rather than an unspoken struggle.

Why Menopause Matters in the Workplace

1. The Numbers Don't Lie

• In the UK alone, one in four women considers leaving their job due to menopause symptoms.
• There are 4.5 million working women aged 50-64 in the UK right now, many of whom are dealing with menopause in silence.

Ignoring menopause isn’t just bad for employees, it’s bad for business. High turnover, lost productivity, and disengagement are direct consequences of failing to address this issue.

2. Menopause Symptoms Affect Work Performance

Menopause symptoms vary widely, but they often include:

• Hot flushes and night sweats – Imagine being in an important meeting and suddenly feeling like you're sitting inside a furnace.
• Brain fog and memory lapses – Trying to recall a key client’s name mid-presentation? Menopause can make that harder.
• Fatigue and insomnia – Sleep disturbances are common, making it difficult to focus and be productive.
• Anxiety and mood swings – Hormonal changes can trigger increased stress and emotional ups and downs.

For women in high-pressure roles, these symptoms can be career-altering if the right support isn’t in place.

3. Menopause is a Workplace Issue, Not Just a Personal One

We accommodate employees with long-term health conditions, maternity leave, and mental health challenges, so why not menopause? Creating a menopause-friendly workplace isn’t about special treatment; it’s about ensuring everyone can work at their best, no matter what life stage they’re in.

What Men Can Do to Support Women Through Menopause

1. Educate Yourself and Your Team

Most men don’t know much about menopause, and that’s okay! What’s not okay is continuing to ignore it. Take the time to learn:

• What menopause is and how it affects women.
• Common symptoms and challenges in the workplace.
• How small changes (temperature adjustments, flexible hours) can make a big difference.

Start by attending menopause awareness training or even just reading up on the topic (spoiler: my book Conversation shifts for men: leadership, menopause and the case for workplace change is a great place to start!).

2. Foster Open Conversations

Let’s be real, menopause has long been a taboo topic, especially among men. But the more we talk about it, the more normal it becomes.

How to start the conversation:

• If you’re a manager, acknowledge menopause in team meetings or wellbeing discussions.
• If a colleague brings it up, listen, without awkward jokes or dismissive comments.
• Advocate for company-wide awareness training so everyone knows how to be supportive.

Women shouldn’t have to champion this alone. When male leaders openly discuss menopause, it signals that it’s a priority, not an afterthought.

3. Push for Menopause-Friendly Policies

Many workplaces already have policies for maternity leave, sickness absence, and mental health, why not menopause?

Encourage your company to:

• Introduce flexible working options (hybrid work, later start times).
• Provide adjustments to office environments (fans, quiet spaces).
• Include menopause support in employee assistance programs (EAPs).
• Train managers so they know how to support employees going through menopause.

This isn’t about adding more bureaucracy, it’s about creating a workplace where experienced, talented women don’t feel like they have to quit because their symptoms are ignored.

4. Support Colleagues with Empathy, Not Assumptions

If a colleague or team member mentions they’re experiencing menopause symptoms, avoid saying things like:

• “Isn’t that just hot flushes?” (It’s far more than that.)
• “My mum went through that, she was fine.” (Everyone’s experience is different.)
• “It’s just part of life, deal with it.” (So is mental health, but we support that.)

Instead, try:

• “Thanks for sharing, I’d love to know how we can support you at work.”
• “I appreciate you letting me know. Are there any adjustments that would help?”
• “Menopause isn’t something I experience, but I want to understand. Let me know how I can help.”

Empathy and flexibility go a long way in creating a workplace where employees feel safe, valued, and supported.

Case Studies: Companies Leading the Way

Thankfully, some organisations are already making menopause support a priority.

• Santander UK has introduced menopause awareness training and flexible work options to support employees.
• The University of Leicester has developed a comprehensive menopause policy, including support networks for staff.
• ADM (Archer Daniels Midland) provides a menopause support group and medical resources through their Employee Assistance Program (EAP).

These companies aren’t just being “nice”, they’re retaining experienced employees, improving morale, and setting an example for others.

Key Takeaways for Men and Male Leaders

• Menopause is a workplace issue. Ignoring it affects performance, retention, and diversity. 
• Men can be allies. Educate yourself, advocate for policy changes, and foster open conversations.
• Flexibility and empathy matter. Small adjustments can have a massive impact on employee well-being.
• Leading by example sets the tone. If male leaders normalise the conversation, the stigma disappears.

A Call to Action

Menopause isn’t going away, but the silence around it can.

If you’re a male leader, manager, or colleague, your role in supporting menopause-friendly workplaces is crucial. You don’t need to have all the answers; you just need to be willing to listen, learn, and take action.
It’s time to step up. Not because it’s trendy, but because it’s the right thing to do, for your colleagues, your company, and the future of work.

For a deeper dive into practical solutions, case studies, and step-by-step guidance, check out Conversation shifts for men: leadership, menopause and the case for workplace change. Together, we can turn menopause from an overlooked issue into a standard part of workplace well-being.

Related

Seven ways that women can build confidence at work

Work life balance – what they don’t tell you

Personal Branding from Within: How to Elevate Your Influence Without a Title (Guest)