Menopause has a large impact on women’s everyday lives, yet it often gets ignored at work. Balancing symptoms like hot flushes, fatigue and trouble concentrating can make your daily tasks feel that much harder. 

Understanding how menopause can affect your performance and wellbeing helps you take steps to manage these changes while staying confident and focused at work.

You are not alone. 59% of working women aged 45-55 report that menopause symptoms affect their job performance. With more companies starting to take this seriously through initiatives like the Menopause Workplace Pledge, it’s possible for you to find practical ways to handle both your health and your leadership role at the same time.

It’s time to talk openly about menopause in the workplace, and break the silence that often surrounds it. Here, you’ll discover proven strategies that can help you feel empowered as a woman in leadership during this major life change.

Menopause often brings physical, mental and emotional symptoms that can affect your daily life and job performance. As a manager, these changes can shape how you lead, communicate, and organise your work.

During the menopause transition, symptoms such as hot flushes, night sweats, and brain fog can disrupt your daily routine. These experiences may disturb your sleep, lower your energy levels and make it harder to concentrate. You might notice lapses in memory or find it more difficult to focus on tasks.

Physical symptoms like joint pain and headaches can leave you feeling exhausted or irritable. Mental health impacts, such as increased anxiety and low mood, are also common during menopause. Together, these symptoms can influence your quality of life and your ability to meet deadlines or manage workplace demands.

As a woman in management, you may feel pressure to maintain high standards even when your health and wellbeing are affected. Leading others while experiencing menopausal symptoms can be difficult, especially when you are expected to be focused and resilient at all times.

You might worry about judgement or bias from colleagues and staff if your symptoms are visible or if you need adjustments. Some managers avoid talking about their menopausal status out of concern for their reputation or career progression. Your responsibilities may make it harder to attend appointments or take time off.

Balancing these challenges while supporting your team can require extra focus on your own health and self-care.

Workplaces are beginning to recognise menopause as an important issue that affects many employees, especially those in management. Raising awareness helps break down stigma and encourages staff to seek menopause support, boosting health and wellbeing for all.

Creating a positive culture can be achieved by training managers, updating HR policies and opening up conversations. Flexible working arrangements, private spaces to manage symptoms and an understanding approach to absence or changes in performance can make a real difference.

Carrying out a project to develop an open, supportive environment is a possibility for some women in senior leadership roles. Focus on the benefits to the entire business, which centre around improving employee performance.

Navigating menopause at work can be challenging. It’s important to know about workplace adjustments, flexible options and your legal rights.

You have the right to ask for reasonable adjustments at work. These can help you manage menopause symptoms during the working day. Adjustments might include access to fans, cooler areas or easy access to washrooms. Dress code policies that allow light, breathable clothes can help you stress less about your workwear. Risk assessments should be reviewed and updated to identify specific workplace risks for menopausal staff.

Many organisations are now adopting clear workplace menopause policies. These documents give guidance on support, clarify employer responsibilities and break down stigma. If you need time off sick, discuss this with your own manager to ensure it’s handled with sensitivity and avoids misunderstandings. Being open with your own team can also help contribute to a more open environment and give the women you manage the confidence to deal with menopause-related symptoms now or in the future.

Flexible working makes a big difference when dealing with menopause symptoms. You could ask for changes to your start or finish times, work from home sometimes or change to part-time hours if needed. The option to take regular breaks can help you manage symptoms like hot flushes and fatigue throughout the day.

It’s important to know where you stand legally, too. Employers must consider flexible arrangements as part of their duty to support staff under the Health and Safety at Work Act 1974. This approach supports both wellbeing and performance. Documenting any arrangements you require will help avoid misunderstanding later.

Flexible working arrangements can include:

• adjusted hours
• home working options
• job sharing
• part-time roles
• split shifts.

Creating strong support networks is key during menopause. Setting up peer support groups or appointing menopause advocates can make it easier to talk about your needs openly. An open culture in your organisation allows everyone to share experiences, reducing isolation and stress. If you’re in a senior managerial position, that’s a great opportunity to create meaningful change in your workplace.

Training in the workplace for line managers and colleagues gives them the skills to provide menopause support. Running education sessions and offering support tools ensures everyone understands what you might need. If you need extra help, menopause specialists or occupational health services can be consulted.

• Menopause information sessions
• Training for managers on supporting menopause at work
• Peer support groups and menopause advocates
• Visible menopause resources
• Commitment to making reasonable adjustments and offering flexible working

Employment law gives you rights if menopause symptoms are affecting your work. Under the Equality Act 2010, menopause can be treated as a disability if symptoms are severe, giving legal protection against discrimination. Employers must make reasonable adjustments and avoid unfair treatment.

Sickness absence or performance issues related to menopause should be handled with care. HR, trade unions or occupational health advisers can guide you if you have workplace support concerns. The right handling of employee relations issues helps with employee retention and keeps the workplace fair.

If you feel that your needs are not being met, seek further support from HR, your trade union or external experts. Open communication is important to avoid misunderstandings and to make sure you get the help you need.

Whether you’re taking your first steps into management or you’re an established leader, training that focuses specifically on your experience as a woman in leadership can help you both manage your responsibilities and your menopause experience.

The ThinkingThrough Academy Women in Leadership training programme helps you deal with the unique challenges that this role brings. It not only addresses the challenges faced by women in the workplace that focus around gender stereotypes, but also how you can manage menopause while in a leadership role.

You’ll get actionable tools to be able to manage this life transition while working in a senior role in your business, as well as strategies on managing stress and maintaining your career progression.

Support at work during menopause helps many women manage their symptoms and job responsibilities more effectively. Understanding the right policies, resources and working arrangements can help create a better workplace for managers experiencing menopause.