Becoming a menopause-supportive workplace involves more than just putting a fan in the office or hosting the occasional talk. Meaningful, practical and structural changes are needed for both your employees and your business to truly benefit. With one in ten women leaving the workforce due to menopause symptoms, and eight out of ten saying their employer had not provided training or introduced a suitable menopause policy, the time for action is now. Without proper support, the negative impact on individuals, organisations and workplace culture will only continue to grow.

Menopause and perimenopause can often feel like taboo topics in the workplace, largely due to the unnecessary and unfair stigma that still surrounds them. More than 10% of people report feeling discriminated against because of their symptoms. Despite its significant impact, menopause remains under-researched and widely misunderstood. The reality is that the effects are serious, but the solutions are often far simpler than people expect.

Menopause is frequently viewed as an issue that only affects older women, but new research shows that 50% of women begin experiencing perimenopausal symptoms in their 30s, and one in 100 will go through menopause before the age of 40. This means it is likely affecting more of your workforce than you realise – and it is costing them, both personally and professionally, as well as having an impact on the business.

It can be difficult to know where to start when it comes to supporting the wellbeing of women working at your company,  through what is often a very personal and sensitive experience. Ignoring the issue might seem easier in the short term, but the consequences are too significant to overlook. That is why we are here – to help you take manageable, meaningful steps towards creating a supportive environment.

Today, we are focusing on one of those steps: appointing a menopause champion in your workplace. In future articles, we will explore other ways to support employees going through menopause, such as legal responsibilities and creating a supportive, inclusive environment, outlined in pieces like Navigating menopause in the workplace: A legal and supportive guide for employers.

What is peri/menopause?

Menopause occurs when a person stops having periods, which usually takes place between the ages of 45 and 55. However, it can happen earlier for a variety of reasons, including certain medical treatments, underlying health conditions or premature ovarian insufficiency.

The stage leading up to menopause is called perimenopause. This is when hormonal changes begin to cause symptoms, even though periods have not yet stopped completely. Perimenopause can start several years before menopause itself, and in some cases, as early as the late 30s. It ends when a person has not had a period for 12 consecutive months, at which point they are considered to have reached menopause.

Here are some of the key signs and symptoms of menopause:

·       Anxiety and mood changes, including low mood or irritability

·       Changes in skin, such as dryness, increased oiliness or the onset of adult acne

·       Difficulty sleeping or insomnia

·       Vaginal dryness, and pain or discomfort during sex

·       Hair thinning or hair loss

·       Headaches or migraines

·       Hot flushes

·       Joint stiffness, aches and pains

·       Loss of self-confidence

·       Heart palpitations

·       Problems with memory, concentration and ‘brain fog’

These are just a few of the key symptoms, and as you can imagine, trying to balance work and everyday life while managing them can feel almost impossible. This often leaves women feeling overwhelmed and without support, leading many to believe they have no choice but to leave their jobs altogether.

In some cases, women are stepping away not because they want to stop working, but to find employers who actively prioritise their health and wellbeing. This means businesses risk losing experienced, valuable talent, while other companies that put employee support at the forefront are gaining from it. In fact, 40% of UK employees say they would willingly accept a lower salary in exchange for better employee benefits, showing just how important workplace wellbeing really is.

What is a menopause champion?

It is important to remember that a menopause champion is not expected to act as a menopause or health coach. Those roles require specific training and clinical expertise. Instead, a menopause champion is someone within a company who takes on an active and committed role in raising awareness of menopause, providing access to menopause resources, offering support and helping to drive positive change around menopause in the workplace.

The role is usually voluntary and provides a clear, approachable point of contact for colleagues experiencing the challenges of menopause. It ensures that employees know who they can turn to for guidance, honest conversations, signposting to resources, practical suggestions or simply a supportive ear when they need someone to listen.

Key Benefits of Appointing a Menopause Champion for Your Organisation

 With 83% of menopausal women having no access to support at work, and around 60,000 women in the UK not in employment due to menopause symptoms, it is clear that action is needed. Appointing roles such as a menopause champion, alongside strong policies and meaningful structural changes, is essential. The benefits extend far beyond your employees – your business also stands to gain from a healthier, more supported workforce. Here are some key statistics that highlight the need for comprehensive menopause support in the workplace:

• Unemployment due to menopause symptoms has a direct economic impact of approximately £1.5 billion per year
• 33% of women say menopause impacts their daily working lives.
• 70% of women say they feel unsupported by their employers during menopause
•   39% of women work through menopuase related symptoms.
• Employers are losing around one in six people due to a lack of menopause support
• 13% of people who are unsupported say their menopause symptoms have no effect on them at work, compared with 25% who are supported.
• 84% of people who are unsupported say their menopause symptoms have a mostly negative effect on them at work, compared with 71% who are supported.

The statistics speak for themselves - the lack of menopause support in the workplace is having a significant impact on both attracting and retaining talent. This does not just come at a financial cost to your organisation, but also results in the loss of valuable experience, leadership, and female role models (as menopause typically effects those in senior roles), which can be incredibly difficult to replace.

Appointing a menopause champion demonstrates a genuine commitment to employee wellbeing and marks a meaningful step forward in fostering an inclusive workplace. It provides a clear point of contact and a safe space where women can ask for help, seek guidance and feel supported.

How to choose/ appoint and train a Menopause Champion in Your Company

If you did not already, you now know what a menopause champion is, what their role looks like in a workplace setting, and how they can support your employees. Now it is time to understand how to choose, appoint and train your menopause champion in a way that ensures the role creates real impact rather than becoming a simple tick-box exercise. We recommend the following steps:

•   Clearly communicate that your company is looking to appoint a menopause champion. Host an engaging session or open meeting/discussion at a convenient time where interested employees can learn more about the role, how it could benefit them, and how they can apply. As well as awareness sessions where your people can learn more about menopause. Be transparent from the outset, particularly if it is a voluntary role.
• Create space for individuals to either express interest or apply, or select someone from among those who come forward. Choose carefully. Ideally, the person should have personal experience of peri or menopause, be approachable and empathetic, and encourage open conversations among colleagues.
• Provide thorough and meaningful training sessions, this can be virtual training or in person. If you are unsure where to begin, check out the Menopause Champion Certificate Training page here.

These are simple but important steps to follow when appointing and preparing a menopause champion. Most importantly, make sure the person selected is well informed, properly trained, and fully aware of the support your organisation offers, including access to health and wellbeing benefits related to menopause and other reproductive health challenges.

Creating a Menopause-Friendly Workplace: Next Steps for Employers

Appointing a menopause champion is just one step towards creating a menopause-friendly workplace that truly promotes inclusivity. However, if you want to stand out as an employer that supports women and attract and retain top female talent, you need to go further. One of the most important and accessible ways to build on this support is by implementing a menopause policy.

A well-crafted policy clearly outlines your organisation’s commitment to menopause support and sets out the guidance, adjustments and resources available for those affected, whether that looks like:

• Flexible working options
• Somewhere safe to take their medication.
• Temperature-controlled areas.
• Increased toilet facilities.
• menopause information packs (Just to name a few!)

It helps to create meaningful, structural and lasting change by legitimising the issue and giving employees the reassurance that they are supported. It also allows women to feel more comfortable at work, to succeed and, importantly, to see a future for themselves within your company.

Download our menopause policy template today and take the first step towards creating a workplace that is not afraid to talk about menopause and is truly inclusive in both words and actions.

At Fertifa, we provide personalised, expert-led and comprehensive menopause support. This includes everything from access to resources about menopause, webinars to same-day one-to-one sessions with members of our in-house clinical team. Patients can receive diagnosis and treatment for menopause symptoms, including Hormone Replacement Therapy, delivered directly to their door. We understand the significant impact menopause can have on individuals and organisations, and we are here to support your employees at every stage of life and you as a company with workplace solutions.

With menopause affecting concentration, confidence, energy levels and more, alongside the physical symptoms, it is more important than ever for employers to take notice and act. Real change leads to real improvement – not just for employee wellbeing, but for overall business success. A workplace where women are not supported to thrive is not a workplace at all. Learn more in our  HR guide to menopause benefits: 14 companies that offer the best menopause benefits and how you can set them up– and see how you can follow the lead of companies like Lululemon, Monzo and ClearScore.

To create meaningful, lasting change in your workplace and ensure those going through menopause receive the support and care they truly deserve, book a call with us today 💜

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