7 Ways Employers Can Support Employees Going Through Menopause

Recognizing World Menopause Day, October 18

Menopause is a natural transition — but it’s one we don’t talk about enough at work.

Every year, over 1 million people enter menopause in the U.S., and roughly 10% of the entire workforce is in some stage of the transition. In the UK, menopausal women are the fastest-growing demographic in the workplace. Roughly one third of the country’s entire female population are currently peri or menopausal.

Yet despite being a universal life stage, the symptoms can quietly derail a career.

Hot flashes. Brain fog. Night sweats. Sleep disruption. Mood changes. These aren’t just private struggles; they can show up at your desk, in meetings, and on deadlines. And when they go unsupported, people start to question whether they can keep thriving in their roles.

In fact, 2 in 5 people experiencing menopause have considered leaving or actually left their jobs because of their symptoms.

Why It Matters for Careers – and Companies

Menopause typically happens between ages 45 and 55, with perimenopause sometimes starting as early as the mid-30s. That’s when many employees are at the top of their game: decision-makers, mentors, and culture carriers.

Often, they’re also juggling caregiving for kids, partners, or aging parents. Losing these experienced team members means losing institutional knowledge, leadership capacity, and continuity.

The economic impact is real. Menopause-related symptoms already cost U.S. employers $1.8 billion in lost workdays each year, not counting early retirements or reduced productivity. Globally, research suggests we could see a 7% increase in economic output if women could work to their full potential throughout their careers, including midlife and beyond.

7 Practical Ways to Support Your Team

Like any health shift, menopause can affect someone’s energy, focus, and confidence. With the right tools and understanding, employees can continue to thrive and companies can hold on to high-performing talent.

Supporting employees through menopause doesn’t require a big lift. Here are seven meaningful actions you can take:

1. Train managers to respond with empathy: Give them tools to talk about menopause, offer support, and handle accommodations respectfully. (Talking Talent provides manager coaching to build these skills. Reach out to learn more.)
2. Make simple physical adjustments: Think desk fans, access to cooler spaces, breathable uniforms, and cold water.
3. Offer flexibility for self-care: Allow breaks, flexible hours, and hybrid options when symptoms disrupt sleep or comfort.
4. Promote benefits you already have: Remind employees about EAP, wellness coaching, stress management, and coverage for menopause-related care.
5. Normalize using leave for menopause needs: Say out loud that it’s valid to take time off for symptoms.
6. Encourage peer connection: Create networks or coaching circles. Sharing experiences with others going through the same stage can reduce isolation and self-doubt. (Talking Talent can help you kick-start group talks).
7. Normalize the conversation: Host an awareness event, bring in a guest speaker, and ask senior leaders to champion the issue.

October 18 — World Menopause Awareness Day — is a built-in moment to spark discussion. Then keep the momentum going with year-round learning that helps employees feel comfortable speaking up and asking for what they need.

Helping People Thrive

Menopause doesn’t have to mean powering through alone. With the right understanding and support, employees can stay confident and engaged, and managers can lead with empathy instead of awkward silence.

That’s why Talking Talent offers dedicated coaching sessions for both managers and employees:

• Manager coaching: Group discussions, 1:1 coaching, with practical tools and conversation tips, so leaders can support team members experiencing peri/menopause with confidence and care.
• Employee coaching: Group space and 1:1 coaching to share challenges, explore strategies, and move from just getting by to thriving at work during this life transition.

It’s practical support that builds understanding, confidence, and retention. Because thriving at work shouldn’t stop when hormones start shifting.

Contact us to learn more about Talking Talent’s menopause coaching.

While this post references menopause in relation to women, we recognize symptoms can impact some transgender and non-binary people who would also benefit from support.