Nearly 8 out of 10 menopausal people are in work, according to NHS England. While menopause affects every woman differently, it can cause adverse health effects such as disrupted sleep, difficulty concentrating and poor memory. Some people also experience hot flushes or night sweats and may experience anxiety, low mood or depression.
A 2022 report by the Fawcett Society revealed that 8 out of 10 feel their employer hasn’t shared information, trained staff, or put in place a menopause absence policy. Without appropriate support and understanding, organisations risk losing talented and experienced staff.
Our online Menopause Awareness Training course provides a greater understanding of what menopause is, the common symptoms and how employers can support staff experiencing it. This course will empower users to create a more open, productive work environment that makes menopausal employees feel valued, understood and able to achieve their best.
Are You Aware of Your Responsibilities?
The effects of menopause can make work more difficult for women. This challenge is made worse by a lack of support from employers or understanding from colleagues.
Employers have legal duties to support a safe and non-discriminatory workplace for employees experiencing menopause. Menopause is not a standalone protected characteristic under the Equality Act 2010, but employees may be protected where treatment relates to sex, age, disability or gender reassignment.
If menopause symptoms have a substantial and long-term impact on day-to-day activities, they may amount to a disability, meaning employers may need to make reasonable adjustments.
Employers also have health and safety duties to assess workplace risks and ensure working conditions do not worsen symptoms.
Employers should ensure that menopausal employees can:
- Access support and necessary adjustments
- Confidently approach their line manager for assistance
- Discuss symptoms openly if they choose to do so
- Expect confidentiality of shared information
- Stay in their position and be fairly judged for promotions
Practical adjustments can include flexible working, access to rest areas, temperature and ventilation controls, changes to uniform or dress requirements, adjustments to duties, or access to occupational health support.
Employers should take proactive steps to support those experiencing menopause and promote an inclusive workplace culture.
Our menopause in the workplace training course helps users understand the reality of menopause to promote empathy and awareness. Users learn about misconceptions and symptoms of menopause and how to support those experiencing the condition.
Benefits of Menopause Training for Employees
Supporting employees through menopause is not only the right thing to do — it is one of the most cost-effective decisions an organisation can make.
According to the UK Government, women over 50 represent the fastest-growing segment in the UK workforce. Many of them hold senior, specialist or leadership positions built over decades.
When organisations fail to support them, the cost rarely shows up on a single line of the budget; it appears as quiet resignations, reduced hours, lost knowledge and avoidable tribunal claims.
Menopause training delivers measurable benefits across the workforce:
- Retention of experienced staff. When employees feel understood, they are far more likely to stay in their roles rather than step back, reduce hours or leave altogether. Retaining one experienced manager typically costs a fraction of replacing them.
- Higher productivity and reduced absence. Awareness enables earlier, more constructive conversations about adjustments, reducing both presenteeism and unplanned sickness absence.
- A more inclusive culture. Training removes the stigma and silence that often surround menopause, building empathy that carries into how the organisation handles other health, caring and life-stage issues.
- Lower legal and reputational risk. Employment tribunal claims referencing menopause have risen sharply in recent years. A trained workforce, particularly trained line managers, is the most effective safeguard against the misunderstandings that lead to grievances and claims.
- A stronger employer brand. Organisations known for supporting employees through every life stage attract a wider talent pool and stand out in sectors where retaining senior female talent is a recognised challenge.
The investment required to train a workforce is modest. The cost of doing nothing, in lost talent, lost productivity and lost trust, is not.
About This Course
This CPD-certified course gives employees, managers and HR professionals the knowledge to recognise menopause symptoms at work and respond with the right support and adjustments.
Menopause affects a significant proportion of the workforce, yet many organisations lack the awareness needed to support those experiencing it. This course equips trainees with a clear understanding of what menopause is, how it can affect working life, and the practical steps colleagues and employers can take to create a supportive, inclusive environment.
