Why understanding the mental health impact of Menopause is essential for workplace wellbeing and performance

By Dr Jane Benjamin MBChB, MD – HCA Healthcare UK

The government’s new menopause action plan is a welcome and much-needed step towards better supporting those experiencing the menopause in the workplace. More than a quarter (27%) of women say menopause has negatively affected their career progression and many women report leaving the workplace altogether because of their symptoms.

Despite affecting half the population, for a long time the impact of the menopause wasn’t addressed. While awareness is growing, this significant transition still requires greater recognition by GPs, workplaces and those experiencing symptoms. For example, a recent YouGov poll found that four in five adults are unaware that menopause can lead to new mental health concerns. This knowledge gap could have serious consequences for individuals and workplaces alike, with women potentially not seeking the support they need.

While the average age of menopause onset is around 45 to 55, perimenopause and other symptoms can begin manifesting almost a decade earlier. This is the very point in life when many women are progressing into leadership roles they’ve spent years working towards, while juggling multiple responsibilities including supporting ageing parents, raising children, or managing busy personal lives.

How menopause-related mental strain and burnout affect productivity

Around 30 to 60 per cent of women experience both physical and psychological symptoms during menopause, due to a reduction in oestrogen. In our practice, we regularly see women seeking help after experiencing a sudden and unexpected change in their mental wellbeing. Many present with new-onset anxiety, low mood, panic attacks, irritability, brain fog, word-finding difficulties and a loss of self-confidence. This can be frightening and confusing, especially when they’ve never previously experienced it.

Equally, those with a previous history of anxiety or depression may find their symptoms are exacerbated by the menopause, making day-to-day functioning more challenging.

To complicate matters further, physical symptoms such as hot flushes, night sweats and disrupted sleep, can significantly increase stress levels due to reduced restorative rest. According to UK government estimates, the menopause costs the economy around 14 million working days each year. This represents a loss of experienced talent for organisations and a setback for workforce retention. The real-world impact of workplace challenges around menopause led to the creation of HCA Healthcare UK’s dedicated Menopause Service. This initiative was developed in response to the growing number of women seen through occupational health services with untreated menopause symptoms, which were having a detrimental impact on their wellbeing and ability to remain in work.

Practical measures to support employees

To effectively support employees experiencing menopause, greater awareness, meaningful education and proactive workplace strategies are needed. Ensuring that all employees, whether they experience menopause or not, understand the challenges involved is essential to building a truly supportive environment, without stigma and discrimination.

Workplace culture

For employees to feel comfortable raising concerns with managers, HR or colleagues, conversations about menopause must move from tokenistic gestures such to open, informed discussions that break down long-standing taboos and normalise menopause as a workplace health issue.

Such comprehensive cultural support empowers women to speak openly about their experiences, and enables colleagues, managers and HR teams to respond with empathy and the understanding needed to build practical solutions. If menopause awareness is already embedded in the workplace, women will be more comfortable seeking support without feeling they must educate others first.

A useful rule of thumb is to remember that every individual’s experience is different. Managers do not need to be experts on menopause; however, they should notice changes in performance and support employees to achieve their full potential. Therefore, they need to be equipped with the tools to have open and informed conversations and an awareness of the support available so they can effectively signpost women and develop a framework of support.

Supportive policies

It is important to reinforce this open culture with workplace provisions that are shaped around the needs of individual employees where possible, including hybrid or flexible working arrangements and comprehensive wellbeing support which eliminate the need to choose between contributing effectively and not compromising health.

Organisations can also implement practical adjustments to better support employees experiencing menopause, including allowing shorter or more frequent breaks, improving ventilation and temperature controls and considering flexible shift patterns.

Trained mental health first aiders can offer early, compassionate support and act as the point of contact for a colleague who is experiencing mental or emotional distress.

Signposting to Employee Assistance Programmes, particularly confidential access to counselling and psychological services for those struggling with menopause-related health symptoms, is essential. Embedding broader mental health support across the organisation creates a psychologically safe environment where employees feel able to share concerns before they escalate.

Menopause pledge Implementing a workplace menopause pledge can be a powerful step in demonstrating organisational commitment. Such pledges recognise menopause as a legitimate workplace health issue, encourage open, positive and respectful conversations, and ensure women feel supported through this stage of life.

By investing in education, open dialogue and practical support measures, employers can ensure that women experiencing menopause remain confident and valued members of the workforce. Not only is supporting menopause the right thing to do, it’s also a forward-thinking strategy for organisational success.