Menopause Training for Managers

Menopause is a natural life stage that is often overlooked in workplace discussions. Yet, it can significantly impact the wellbeing, productivity, and job satisfaction of employees. Recognising and addressing menopause in the workplace is not just a matter of empathy—it’s a strategic necessity for employee retention. By offering menopause training courses for managers, as well as the wider workforce, organisations can take meaningful steps toward creating a menopause- friendly workplace. This not only supports employees but also strengthens retention strategies, ensuring that valuable talent feels seen, understood, and valued.

Let's explore why menopause awareness is essential and how it can positively transform your workplace culture.

Understanding Menopause and Its Impact on Work

Menopause affects millions of women worldwide, typically occurring between the ages of 45 and 55. However, symptoms often begin much earlier during the perimenopause stage, which can start as early as the 30s and last several years. Common symptoms include hot flashes, mood swings, sleep disturbances, and difficulty concentrating—challenges that can affect an employee’s confidence, productivity, and overall job satisfaction. A 2021 survey by BUPA and the Chartered Institute of Personnel and Development (CIPD) found that nearly 900,000 women in the UK left their jobs due to menopausal symptoms. This statistic highlights the critical need for workplaces to address menopause support proactively.

Creating an environment where employees feel comfortable discussing menopause can lead to improved wellbeing and a more engaged, loyal workforce. Menopause training for managers and for the whole organisation helps break down stigma, encourages open communication, and fosters a supportive atmosphere where employees can thrive.

The Cost Implications of Menopause in the Workplace

Menopause is not just a personal or organisational issue—it has significant financial repercussions for both businesses and the broader economy. The combined costs of absenteeism, reduced productivity, and turnover due to inadequate support for menopausal employees are staggering.

Turnover and Replacement Costs

Replacing a staff member is a costly process. As far back as 2014, HR Magazine estimated the average cost of replacing an employee at £30,000. This figure includes direct recruitment expenses and indirect costs such as onboarding, induction, and time to reach full productivity.

For senior roles, these costs are often even higher, as replacing an experienced professional typically involves longer onboarding and training periods. Recent research revealed that over 370,000 women aged 50–64 in the UK—part of the core menopause demographic—have either left or considered leaving their jobs due to the challenges of managing menopausal symptoms in the workplace. 39% of the survey said a key reason for considering leaving was down to a lack of understanding from management. The loss of such experienced employees is both costly and detrimental to workplace morale and continuity.

Absence-Related Costs

As some women feel reluctant to give menopause related symptoms as their reason for absence (perhaps due to perceived stigmatisation) it is difficult to truly know the extent of absence-related costs.

However, organisations should also consider additional factors such as:

• Symptom-related lateness.

• Lost productivity due to medical appointments.

• Reduced working hours as women manage their symptoms.

For employers, these challenges contribute to:

• Higher absenteeism costs.

• Recruitment expenses for replacements.

• Potential tribunal costs if legal disputes arise over a lack of support.

Reduced Productivity Costs

Presenteeism—where employees are at work but not fully productive—has a profound impact on organisations. Nearly a third of working women in the menopause age range report taking time out of their working week to alleviate symptoms. This results in an estimated 14 million lost working days annually across the UK female workforce.

The financial impact of this productivity loss, combined with the additional stress on teams covering for less productive colleagues, underscores the need for proactive menopause training courses and workplace adjustments.

Challenges Faced by Employees During Menopause

Menopause can bring a range of physical and emotional challenges that influence workplace performance. Common symptoms such as fatigue, anxiety, and irritability can make daily tasks more difficult, while night sweats and sleep issues may reduce energy and focus during the day.

Without proper support, organisations risk losing skilled and experienced team members. Menopause awareness and training provide managers with the tools to identify these challenges and implement supportive measures, from small adjustments in workplace policies to fostering a culture of understanding.

Creating a Menopause-Friendly Workplace

A menopause-friendly workplace isn’t just about implementing policies—it’s about building an inclusive culture. This involves raising menopause awareness, training managers, and encouraging open dialogue about the challenges employees may face.

Key steps include:

• Flexible Work Arrangements: Options like remote work or flexible hours can help employees manage their symptoms more effectively.

• Physical Adjustments: Providing access to rest areas, breathable uniforms, or temperature-controlled spaces can make a significant difference.

Supporting employees through menopause not only enhances their wellbeing but also contributes to a positive work environment. This creates a ripple effect, improving overall morale, engagement, and loyalty.

Policies to Support Employees During Menopause

To further support employees, organisations can develop a menopause workplace policy. A comprehensive policy demonstrates that menopausal employees are valued and supported, and it can include provisions such as:

• Flexible work hours or remote work options.

• Anti-discrimination clauses.

• Confidential counselling services or peer support groups.

A clear and actionable menopause workplace policy helps foster a menopause-friendly workplace, benefiting employees and the organisation alike.

In Conclusion

By addressing menopause in the workplace, organisations not only show compassion but also strengthen employee retention, productivity, and wellbeing. Menopause training for managers is a critical step toward creating an inclusive, supportive workplace that benefits everyone.

If your organisation is ready to take the next step, explore our menopause training courses and support packages to make your workplace a better place for all.