Menopause affects anyone with ovaries, typically between 45 and 55, though symptoms can start years earlier during perimenopause. Women make up nearly half the UK workforce, and women over 50 are the fastest-growing working demographic. The symptoms go far beyond hot flushes: poor sleep, anxiety, brain fog, reduced concentration, joint pain, low mood, and a loss of confidence can all quietly erode performance, attendance, and retention. A 2022 Fawcett Society survey with Channel 4 found that one in ten women has left a job because of menopause symptoms, meaning businesses are losing experienced talent and paying the price to replace them.

This is especially relevant in male-dominated sectors such as construction, manufacturing, logistics, finance, engineering, and the trades. These environments have often underinvested in people-centred policies, and emotional conversations can feel uncomfortable or unfamiliar. As more women enter and stay in these industries, the cost of ignoring menopause – in wellbeing, performance, and culture – becomes impossible to overlook. In smaller teams, the impact of one person struggling is even more visible.

Most managers who’ve faced a menopause-related situation will say they either handled it badly or avoided it entirely. Neither outcome is inevitable. When managers understand what menopause is, what the symptoms can look like at work, and what simple adjustments might help, they are far better placed to support staff without awkwardness or assumptions. They also need to understand the legal context. Under the Equality Act 2010, menopause symptoms that have a long-term impact on someone’s ability to do their job may be considered a disability, and tribunals related to menopause have increased in recent years. This isn’t about fear; it’s about having the confidence that comes from being informed.

Good menopause training isn’t about turning managers into medical experts. It’s about awareness. Knowing enough to spot when someone might be struggling. Knowing how to start – and continue – a sensitive conversation. Understanding what realistic expectations and reasonable adjustments might look like in practice. Above all, it’s about building an environment where someone doesn’t have to choose between their health and their job.

Organisations that get this right don’t just retain staff; they build a reputation as a place where people can stay and grow. That starts with awareness training that reaches the whole organisation – not just women or HR, but line managers, team leaders, and senior decision-makers who shape culture every day. It also means having policies that reflect reality: flexibility where possible, a clear commitment to reasonable adjustments, and managers equipped to talk about menopause without embarrassment or minimisation.

Here are five practical steps managers can take:

1. Learn the basics
   Understand perimenopause, menopause, and common symptoms in a work context. Brain fog isn’t laziness and fatigue isn’t disengagement. Knowing the difference shapes how you respond.
2. Create space for honest conversations
   Regular one-to-ones, genuine openness, and a calm, non-judgemental attitude signal that it’s safe to talk. You don’t have to raise menopause directly, but people need to know the door is open.
3. Ask, don’t assume
   Menopause affects everyone differently. Practical adjustments might include temperature control, flexible start times to account for disrupted sleep, or simply the reassurance that it’s okay to say, “I’m having a difficult day.”
4. Know your responsibilities
   Understanding your legal obligations around reasonable adjustments helps you act appropriately and protect both your team members and the business.
5. Keep checking in
   Menopause isn’t a one-off conversation. Symptoms fluctuate, so ongoing, low-pressure check-ins matter. They show people haven’t been forgotten and help catch problems early.

Menopause Training with Mental Health in Business
Our Menopause in the Workplace Workshop is a two-hour accredited session led by Claire Russell, MHIB CEO and licensed menopause expert trainer. It covers the fundamentals of perimenopause and menopause, the legal landscape, practical workplace adjustments, and how to have confident, compassionate conversations.

Organisations completing the training receive a Menopause Approved badge, accredited by the Menopause Experts Group, to display on their website, intranet, and communications.

Find out more at services.mhib.co.uk/menopause-workshop, or email [email protected] to reserve places for your team or discuss in-house options.