Menopause doesn’t just affect physical health. Hormonal changes during perimenopause and menopause can lead to a range of mental health challenges, including:
- Anxiety and panic attacks
- Depression and low mood
- Difficulty concentrating (“brain fog”)
- Irritability and mood swings
- Sleep disruption and chronic fatigue
These symptoms are pervasive – they show up in our offices, meeting rooms, and virtual calls, often affecting how we feel and perform at work. From confidence to career progression, the impact can be significant, and for many, deeply challenging.
A recent *survey conducted by Mental Health UK (MHUK) found:
- 61% of respondents said there were no reasonable adjustments made available in their workplace.
- Just 8% said their employer provided any training on menopause and mental health.
- Only 8% had received any support at all from their workplace.
- 15% had left their job as a direct result of menopause.
The numbers paint a stark picture, but the human cost is even greater – eroded confidence, financial hardship, lost potential, and the departure of highly skilled and experienced employees. Many women feel they have no choice but to step back or step out altogether.
– Anonymous quotes from survey participants“For four years, my GP ignored my pleas – that it could be perimenopause, and I therefore had no explanation for my boss, so I left my last role and demoted myself to a lower position… All these things need to be included – how to support woman who may not even realise they are going through perimenopause, but feel gaslit by life as a result, and it reduces their self-esteem."
From an economic perspective, the cost of this silence is staggering:
- 14 million working days are lost each year due to menopause symptoms. (i)
- The annual cost to UK businesses is estimated at £7.3 billion through absenteeism alone. (ii)
At a time when many organisations are facing talent shortages and there is increasing focus on gender equity and inclusion, supporting employees through menopause is about more than health and wellbeing – it’s also vital to the creation of a sustainable, resilient, and fair workplace.
Only by recognising and addressing these challenges can employers foster loyalty, retain valuable skills, and demonstrate genuine commitment to equity.
Why is menopause still missing from most workplace wellbeing strategies?
– Heather Nyoni, Menopause Coach“The reality is that staying silent is not neutral – it sends a message, albeit unintended, that these challenges are invisible or unimportant. That silence leaves employees feeling isolated, unsupported, and at risk of leaving altogether. But it doesn’t just affect them; it quietly affects the whole team and the organisation too.
There’s a real cost to losing experienced staff, to absenteeism, to declining performance, and it’s a cost employers can’t afford to ignore.”
The good news? There are tangible, evidence-based steps organisations can take to make their workplaces menopause-friendly:
- Raise awareness through training
Train managers, HR teams, and colleagues to understand the symptoms of menopause and how they can affect mental wellbeing and job performance. Awareness training helps break stigma, normalise conversations, and empower staff to seek support early. - Create a supportive culture
Supportive environments start with culture. Senior leaders must champion menopause as a legitimate workplace issue. Open dialogue, visible policies, and employee networks can transform an organisation’s approach. - Make reasonable adjustments
Adjustments don’t have to be complex. Think flexible working hours, access to fans or temperature control, protected time for rest, or mental health check-ins. It’s about listening to what employees need and responding with compassion. - Embed menopause into wellbeing policies
Include menopause in mental health and occupational health strategies. Align menopause support with wider DEI (Diversity, Equity, and Inclusion) goals. - Monitor, evaluate, and improve
Track the impact of your interventions. Ask employees what’s working – and what isn’t. Use feedback to drive continuous improvement.
The benefits of adopting the above extend beyond employee wellbeing. From improving engagement and retention to fostering a culture of inclusivity, addressing menopause in the workplace isn’t just the right thing to do – it’s also the smartest business decision.
How can Mental Health UK support your organisation to become menopause friendly?
At Mental Health UK, we’re responding to this urgent need by developing a Workplace Menopause and Mental Health training course.
This course is designed to:
- Increase awareness and understanding among line managers and teams
- Offer practical advice on supporting colleagues experiencing symptoms
- Reduce stigma and promote workplace inclusion
- Equip organisations to retain experienced women in the workforce.
We believe this work is vital; not only does everyone deserve to be supported throughout every stage of their career, but organisations cannot afford to ignore the cost of inaction.
It’s time to prioritise menopause and mental health – not as a nice-to-have, but as a fundamental part of inclusive, productive, and compassionate workplaces.
Let’s make it easier for people to stay in work, thrive at their roles, and have their voices heard – at every stage in life.
Tuesday 21st October: 12:30-1:30pm
Join our webinar 'Creating menopause-supportive workplaces: mental health at the core’
Hear powerful lived experiences and expert insights, discover best practice for supporting colleagues through menopause, and learn how your organisation can take meaningful action – all while getting a first look at our new training designed to help you make lasting change.
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*Please note: The findings from this survey are based on 248 responses gathered from individuals who had previously shown an interest in the topic of menopause, mental health, and work. As the survey primarily reached a supportive audience, the results may not be fully representative of the wider population.
Source references:
(i) A fact-based focus on perimenopause and menopause issues faced by women
(ii) Financial wellbeing & productivity in the workplace
