Menopause

Understanding Menopause: An Employer’s Guide

What is Menopause?

Menopause is a natural ageing process experienced by women, usually between 45 and 55 years of age, as oestrogen levels decline. It can occur earlier due to surgery or illness and some individuals may experience symptoms in their 20s or 30s during the perimenopause phase. This stage can impact trans men, non-binary individuals and even some trans women, highlighting the need for inclusive workplace practice.

To better support women, employers should offer clear information, useful tools to help with decisions, and make simple changes in the workplace to create a positive and inclusive environment.

Menopause in the Workforce

• Nearly half (48%)of the Welsh workforce is made up of women
• 212,000 women aged 50-64 in Wales are in employment, representing 64% of that age group
• Almost 8 out of 10 of menopausal women are in work
• Menopausal women are the fastest-growing group in the workforce, with 1 in 3 workers soon to be over 50
• Symptoms often begin years before menopause (perimenopause) and can last for several years, affecting productivity, attendance and wellbeing

Menopause Symptoms and Impact on Work

Common symptoms of menopause, such as hot flushes, fatigue, sleep disturbances, joint pain and mental fog, can significantly affect performance. Studies show menopause can lead to:

• Lower confidence
• Time management issues
• Memory problems
• Decreased productivity

However, menopause affects everyone differently and this is not an exhaustive list of symptoms—psychosocial challenges like mood swings, anxiety, or low self-esteem can also be present. It is important for employers to recognise that not all women’s experiences with menopause are the same, highlighting the need to provide tailored support that addresses each individual's unique needs.

With women representing a substantial portion of the workforce and people working longer, creating a supportive and flexible work environment is essential.

Why Menopause Matters for Employers

Supporting menopausal employees is not just about equality, but also legal compliance and business success. Failure to address menopause in the workplace may result in:

• Increase in absenteeism/presenteeism
• Discrimination claims
• Difficulty in retaining and attracting talent
• Reputational and profitability risks

What Employers Can Do

It is important for employers to raise awareness and normalise conversations about menopause across the entire workforce, including women experiencing or approaching menopause, younger women and male employees, for example:

Key Dates

The following campaigns serve as useful opportunities for workplace activities and awareness-raising, often providing valuable resources for employers to use across their organisation.