Peri-menopause: what it’s like and what organisations should do next

This is what peri-menopausal looks like. That’s right, the person wearing the glasses. No, not Eric Morecambe. Me. Someone’s daughter, wife, mother, sister, cousin, friend, work colleague. But behind the smile is someone who is suffering in silence (unless of course you’re my husband or Corren Perks – in which case – I most definitely have not been suffering in silence!).

The brain fog is unlike something I’ve ever experienced before – forgetting the simplest of words or phrases mid-sentence – wow, it’s quite upsetting not to mention frustrating. And don’t get me started on the anxiety – overthinking every single detail – my mind spiralling and whirling, with no end in sight. Then there’s the hair loss and my Dr Jekyll and Mr. Hyde tendencies… the list goes on.

But in all seriousness, peri-menopause (and even menopause and post-menopause) is not thought about or spoken about enough. I have no idea how to navigate this new world, which symbolises to me that we need to do more to support those who are going through this life-altering change. We need to show a willingness to understand, coupled with empathy and care. It’s a difficult time to navigate, with numerous obstacles put in our way, but that’s where organisations must play their part.

With approximately 13 million peri or post-menopausal women in the UK alone, the narrative needs to change. And it starts with the impending change to menopause legislation under the Employment Rights Act. In 2027, employers of 250+ employees must publish Menopause Action Plans – a legal, mandatory requirement.

Here, organisations will need to detail existing support, training (more specifically for line managers) and make reasonable adjustments in working conditions, e.g. flexible working, temperature control, etc. to support their peri, menopausal and post-menopausal employees. But for organisations to set themselves up for success, these conversations and provisions need to start now.

A couple of weeks back I attended Engage Employee Summit and listened to a panel discussion entitled: Women’s Health in the workplace – From Taboo Topic to Business Imperative. It was an incredibly insightful session, and certainly one where I left feeling like I’d learnt a thing or two as a peri-menopausal woman, as a work colleague, and as an employee.

Six key themes were discussed, which organisations can harness to help to write a business case for the development and implementation of their own Menopause Actions Plans that go beyond the bare minimum requirement.

1. Data: The data exists within your current organisation; you just need to look for it and analyse it. Absences, Drs appointments, return to work conversations, productivity, flexible working requests, exit data, stepping down or away from certain business-related responsibilities. The information is there in plain sight to help you correlate and plan your next steps based on what your employees need.

2. Flexibility: Flexibility is probably one of the most powerful things an organisation can offer and put into place for its employees. One size doesn’t fit all when it comes to flexible working, it’s something that needs to be reviewed on a case-by-case basis, and the very notion of ‘flexible’ is variable. For some, it could look like compressed hours or a suitable change in uniform.

3. Education: Education is needed to connect the dots. Adopt a ‘back to basics’ educational approach – assume nobody knows anything about menopause and build information on the subject matter from the ground up, ensuring everyone is on the same page in terms of understanding. Provide people with the “why” information.
Education plays a fundamental role in ensuring your line managers and people leaders are equipped with the right tools to have the necessary conversations with employees who are directly affected – it becomes a cultural piece. Coach your employees, take them through the experience. You want to set an expectation of what good looks like within your organisation and broaden the lens of women’s health in general. Your line managers don’t need to become menopause experts, but having a level of understanding, empathy and compassion could go a long way to shaping that journey for your peri, menopausal and post-menopausal employees.

4. Communication: Open, two-way communication is fundamental in all of this, but it is difficult to instil – menopause is still treated as a taboo subject, a subject people find uncomfortable to talk about. Line managers don’t often feel informed enough to have a conversation in the first place, and some employees may struggle to be open, honest and disclose what they’re going through. But how you react and communicate could determine a work colleague’s entire menopause journey, so use your opportunity to try and make it a supportive one.
Conversations need to be intentional and free from judgement, especially as there are reportedly more than 30 recognised symptoms of menopause. And seeing as one in ten women who worked during the menopause have left a job due to their symptoms, going back to this notion that one-size fits all will not suffice. An employee’s menopause journey is individual to them, and so should be the support they receive.

5. Safe space: Organisations need to create a psychological safe space for these conversations to take place. The disclosure of information won’t come easy to some, so creating that safe environment where conversations can be had between line managers and employees will help to influence and provide substance behind the data.
Create a wellbeing hub (either online or in-person) where these conversations can take place aside from the day-to-day meetings or 1-2-1s. Action plans can then be discussed and the necessary provisions put in place.

6. Advocacy: Employee advocacy is such a powerful tool within any organisation. Utilise your Employee or Business Resource Groups, ensure there is an advocacy programme in place, or an advocate is present at every team meeting or in the board room. Someone needs to be responsible for bringing the subject of menopause to the table.

By focusing on the above key themes, organisations can create a workplace where people feel informed, supported and safe to speak openly, building a healthier, more inclusive culture for everyone. Menopause isn’t a niche issue or a private struggle to be endured in silence, it’s a workplace reality that deserves understanding, action and advocacy. The time is now.