Menopause in the Workplace: A Guide for Managers and Teams Supporting Colleagues Through Menopause

Menopause is a natural part of life, but one that remains misunderstood and stigmatised in many Australian workplaces. As Australians live and work longer, menopause-aged women—those in their 40s and 50s—are becoming the fastest-growing workforce demographic. Many of these women reach the peak of their careers just as they encounter disruptive symptoms like hot flushes, brain fog, and fatigue. Without the right workplace support, too many are forced to scale back their ambitions or exit the workforce entirely.

Menopause isn’t something women can leave at home. It affects their work performance, relationships, and well-being. 3 in 4 women experience symptoms, with 1 in 4 reporting serious impacts on their ability to work. Yet many feel they have no choice but to push through in silence, contributing to lost productivity and early retirement, often leaving 12 years of potential career contribution behind.

%end section%

01

Why Menopause Support Matters for Businesses

Businesses that overlook menopause lose out—both financially and culturally. While research in Australia is limited, the condition is conservatively estimated to cost organisations about $5 billion annually. On average, women retire 7.4 years earlier than men, and up to 10% leave the workforce entirely due to menopause symptoms(1).

Workplaces that acknowledge menopause as a significant workplace issue—not just a “women’s issue”—can retain valuable talent and boost team morale. Forward-thinking companies build inclusive, adaptive workplaces where employees feel empowered to perform at their best. Menopause support builds trust, loyalty, and motivation, making businesses stronger and more resilient.

%end section%

02

Practical Strategies for Managers: Supporting Direct Reports Through Menopause

Creating a supportive environment begins with leadership. Managers play a vital role in ensuring employees feel seen, heard, and supported during menopause, and in providing the necessary resources to support employees effectively. These practical strategies will help managers build trust, foster open conversations, and retain talent.

Foster Open Conversations and Build Trust

• Create a safe space where employees feel comfortable discussing health challenges without fear of judgment, contributing to a positive workplace culture.
• Promote openness around all health concerns, including mental, physical, and hormonal well-being. Managers don’t need to single out menopause to create a culture of trust—normalising conversations about well-being benefits everyone.

Offer Workplace Flexibility and Adjustments

• Remote work and flexible hours give employees the freedom to manage their symptoms effectively.
• For example, an employee experiencing a hot flush might need to step outside briefly. Allowing this flexibility helps her return refreshed, avoiding extended discomfort that could impair productivity.

Provide Access to Menopause Resources

• Partner with health professionals to offer educational programs, like Metluma, which provide ongoing medical and holistic support.
• Host workplace-wide sessions to educate all employees about menopause, building awareness and empathy across the team.
• Distribute a menopause information pack to provide comprehensive resources and support for employees experiencing menopausal transition.

Develop Menopause-Friendly Policies

• Implement menopause leave days to accommodate symptoms when they interfere with work performance.
• Train managers to conduct confidential conversations and guide employees toward the right support, such as employee assistance programs or flexible work arrangements.

%end section%

03

Supporting Colleagues Through Menopause: A Team Effort

Supporting menopausal colleagues isn’t just the responsibility of managers—teams play a crucial role too in fostering an inclusive workplace. Every colleague can contribute to creating an inclusive and empathetic environment.

Create an Inclusive Workplace and Understanding Environment

• Normalise conversations about menopause to reduce stigma and foster connection, making it easier for menopausal women to feel supported.
• Offer support without assumptions—listen and be present without prying.

Offer Practical Help and Flexibility

• Offer to swap shifts or cover meetings on days when symptoms are particularly challenging.
• Recognise that brain fog and fatigue can affect concentration—offering help with tasks can go a long way.

Check In and Offer Empathy

• Regular check-ins show that colleagues care about more than just tasks and deadlines.
• Listening without judgment can make a significant difference for someone experiencing difficult symptoms.

The Benefits of a Menopause-Supportive Workplace

Investing in menopause support is about more than just doing the right thing—it delivers tangible benefits to businesses. Flexible support allows employees to manage their symptoms without sacrificing performance, increasing overall productivity and workforce participation.

Retain Talent and Boost Productivity

• Supporting employees through the menopausal transition reduces turnover, saving organisations the cost of recruiting and training new staff.
• Flexible support allows employees to manage their symptoms without sacrificing performance, increasing overall productivity.

Build Loyalty and Strengthen Company Culture

• Businesses that prioritise well-being become places where employees want to work—and stay. Menopause support builds loyalty and motivation, strengthening teams.
• Open conversations around health foster trust and connection, improving morale across the workforce.

%end section%

04

Conclusion: Breaking the Silence Around Menopause in the Workplace

Menopause is a natural transition, but its impact on the workplace is too often ignored. By fostering open conversations, providing flexibility, and offering meaningful resources, businesses can create environments where employees feel empowered to thrive through every stage of life.

Forward-thinking employers who invest in menopause support will see the rewards in retained talent, higher productivity, and stronger teams. These workplaces not only perform better—they show they care, and employees notice.

Menopause is here. It's time to talk about it.