RedArc urges employers to rethink menopause support around individual needs

Employers should move beyond generic menopause awareness initiatives and focus on personalised support that helps women understand their symptoms and make informed decisions about their health, according to nurse-led support service RedArc.

Ahead of World Menopause Day on 18 October, RedArc is calling for menopause support to be built around three principles: validation, education and choice, with employers recognising that women’s experiences and support needs can vary considerably.

The organisation says effective menopause support should begin with acknowledging individual experiences, rather than assuming all women will experience the same symptoms or benefit from the same interventions.

For employers, this means considering how menopause symptoms may affect employees’ physical and emotional wellbeing, confidence and ability to manage their working lives, while ensuring appropriate support is available without making assumptions about individual needs.

Christine Husbands, commercial consultant at RedArc, said: “For many women, having their symptoms acknowledged and taken seriously is an important part of the menopause journey. Every woman’s experience is different, and symptoms can affect both their personal and working lives in very different ways. Recognising and validating those individual experiences should therefore be the starting point for good menopause support.”

RedArc also highlights the importance of combining digital menopause resources with access to qualified healthcare professionals.

While symptom-tracking apps, online information and digital tools can help women monitor their health and access advice, the organisation argues that technology should complement – rather than replace – personalised clinical guidance.

It says conversations with healthcare professionals can help women put their symptoms into context, understand potential treatment options and identify appropriate next steps.

Husbands said: “Technology can inform and guide, but it cannot provide the personalised, clinical guidance and reassurance that many women need and want.”

The organisation also warns that the growing volume of menopause information can make it difficult for women to distinguish reliable, evidence-based advice from conflicting or unsuitable recommendations.

Rather than simply providing more resources, employers should consider how their menopause benefits and wellbeing programmes help employees navigate available information and access appropriate support.

Education should also extend beyond those experiencing menopause, with colleagues and managers better equipped to understand its potential impact on working life.

This could include improving awareness of symptoms, encouraging supportive conversations and ensuring employees know where to find confidential guidance.

RedArc says choice is equally important, particularly because menopause management can involve a combination of clinical treatment, lifestyle changes and emotional support.

Options may include hormone replacement therapy (HRT), specialist therapies, counselling and clinical advice, alongside physical activity, balanced nutrition, sleep and stress management.

The organisation argues that women should be supported to understand these options and make decisions based on their individual circumstances, rather than being directed towards a single approach.

Husbands concluded: “If menopause support is built around the three principles of validation, education and choice, women will be empowered to navigate this stage of life with confidence and make decisions that are right for them. We know that clinical guidance is the thread that pulls these three strands together. It can help women make sense of their symptoms, understand the information and options available to them, and decide what is most appropriate for their individual circumstances.”