Menopause in the Workplace: Supporting Women and Changing Cultures

By Mary Bilton

Learn how schools and colleges can break the menopause taboo, support staff with practical adjustments, and create a more inclusive and compassionate workplace culture.

Menopause is a natural stage in life that every woman will experience, yet despite an increasing awareness in the mainstream media, it’s still a topic that is rarely addressed openly—especially in the workplace. For many women in education, managing menopause can feel like an uphill battle. Symptoms such as brain fog, disrupted sleep, anxiety, hot flushes, chronic anxiety, and physical discomfort can make already demanding roles feel overwhelming. In environments like schools and colleges, where the pace is relentless and the stakes are high, these challenges often go unacknowledged. As a result, many women feel unsupported and may even leave their roles prematurely, taking their wealth of experience and expertise with them.

The good news is that with greater awareness, proactive support, and a shift in workplace culture, schools and colleges can create environments where menopausal women not only survive but thrive. This isn’t just about doing the right thing—it’s about retaining talented professionals and fostering a workplace culture that values the wellbeing of all staff. It could be easy to think that Menopause is just a women’s issue, but this is far from the truth. For many men, whether they are a spouse, co-worker, son or brother, this can be a confusing and difficult time. The females in their lives may suddenly seem ‘different’ and it is a challenge to know what to do to help. At Still Human, we have been proud to deliver Menopause Ambassador and Menopause Awareness training to both men and women, and the universal response from men has been incredibly positive and humbling.

So, what is menopause? Menopause symptoms usually start between the ages of 45 and 55, although symptoms can begin earlier and last several years depending on a range of factors including ethnicity and pre-existing medical conditions.  Technically speaking, menopause is a single day in time, when a woman has not had a period for twelve months. Experiencing symptoms up to that point is considered ‘perimenopause’, and symptoms afterwards, ‘post-menopause’, however, we tend to use the term ‘menopause’ for the period of time when women experience symptoms.  Unlike a straightforward health issue, menopause is complex, with over 48 symptoms ranging from fatigue and joint pain to forgetfulness and low mood. These changes can affect confidence, productivity, and overall wellbeing.

For women in education, the effects can feel particularly acute. Teaching requires high energy, focus, and emotional resilience, often leaving little room for personal struggles. Yet, menopause remains a taboo subject in many workplaces. Women may feel reluctant to discuss their symptoms for fear of being judged, misunderstood, or seen as less capable. This silence perpetuates the problem, leaving many women to navigate menopause alone.

But the issue is far from just a personal challenge; it has wider implications for equality and staff retention. Under the Equality Act 2010, menopause can fall under the protections for age, sex, and disability. This means that employers have a legal duty to ensure that women are not disadvantaged because of their symptoms. Recognising menopause as a workplace issue is not only a matter of fairness but also a legal and practical necessity.

Employers have a responsibility to make reasonable adjustments for menopausal women, and these don’t have to be costly or complicated. Small, thoughtful changes can make a world of difference. For instance, access to cool, well-ventilated spaces can help women manage hot flushes, which can be particularly uncomfortable in classrooms or crowded staffrooms. Flexible working arrangements, such as adjusting start times or allowing remote work on difficult days, can help women cope with fatigue caused by poor sleep. Similarly, rethinking timetables to ensure fewer after-school commitments or back-to-back lessons can ease the pressure.

Physical adjustments, like ergonomic chairs or wrist supports, can support those dealing with joint pain or other physical discomfort and access to counselling or employee assistance programmes can provide emotional support and reassurance. But while practical adjustments address immediate needs, lasting change requires a cultural shift. Schools and colleges, as places of education and growth, are uniquely positioned to lead the way.

Crucially, managers need to feel confident and equipped to have conversations about menopause. Training on how to approach the topic with sensitivity and understanding can go a long way in creating a supportive workplace environment. When leaders and HR teams understand menopause and its impact, they can implement policies that proactively support staff while avoiding potential legal pitfalls. The first step is to normalise conversations about menopause. Training a Menopause Ambassador is a great way to show support and demonstrates a culture of wellbeing amongst staff. Awareness workshops and training for all staff can dispel myths, foster empathy, and create a more open environment. When menopause becomes part of the everyday conversation, it reduces stigma and encourages women to seek the support they need without fear of judgment.

Creating peer support networks can also make a huge difference. A group where women can share experiences, strategies, and encouragement offers not just practical help but also a sense of solidarity. This, in turn, fosters a more inclusive and compassionate workplace.

Leadership is key to driving this cultural change. When senior leaders model healthy work-life balance—taking breaks, setting realistic expectations, and openly prioritising their own wellbeing—it signals to staff that these behaviours are valued.

Supporting women through menopause isn’t just the right thing to do; it’s a smart business decision. Schools and colleges that prioritise staff wellbeing see significant benefits, from improved morale to better staff retention. Consider the cost of losing an experienced teacher who feels unsupported during menopause. Recruiting and training new staff is time-consuming and expensive, and it’s difficult to replace the institutional knowledge and expertise that long-serving staff bring. By making simple, cost-effective adjustments and fostering a culture of care, schools can avoid these losses and retain their most valuable resource—their people.

Menopause should never be a reason for women to leave the workforce, especially in education, where their knowledge, experience, and dedication are irreplaceable. By addressing menopause openly and with compassion, schools and colleges can retain this invaluable group of professionals while setting a standard for other organisations to follow.

The time to act is now. Schools and colleges have the power to change the narrative around menopause and create lasting cultural change. It starts with small steps: raising awareness, making reasonable adjustments, and embedding wellbeing into everyday practices.

Together, we can ensure that no woman feels she has to choose between her health and her career. Menopause is not the end of a woman’s career—it’s just another stage of her journey. Let’s make sure it’s one she feels supported to navigate with confidence.