You're in the middle of an important presentation when a hot flush hits. Your face burns, sweat trickles down your back, and you've completely lost your train of thought. Or perhaps you're staring at an email you've read three times but still can't process, the brain fog so thick you question whether you're losing your grip on a job you've excelled at for years.

If this sounds familiar, you're not alone. 

Around 13 million women in the UK are currently perimenopausal or menopausal. That's roughly one in three women in the workforce experiencing symptoms that can significantly impact their daily lives. Yet many suffer in silence, worried about judgement, career implications, or simply not knowing where to turn for support.

It's time to break that stigma. You deserve support, understanding, and practical adjustments that allow you to thrive during this transition, not just survive it.

This blog will cover:

• What menopause is and the common symptoms experienced by employees
• Why understanding menopause is important for all employees and managers
• Challenges employees may face at work during menopause
• How to navigate menopause at work
• Companies leading the way with effective menopause support

Understanding what you're experiencing

What is menopause?

Menopause is the point when your periods stop permanently, typically occurring between ages 45 and 55. But the transition period called ‘perimenopause’ can begin years earlier and bring symptoms that affect everyone differently.

You might be experiencing hot flushes that feel like your body's thermostat has completely broken, brain fog that makes you question your competence, anxiety or mood changes that feel overwhelming, sleep disturbances leaving you exhausted, joint pain that wasn't there before, or shifts in confidence that shake your professional identity.

Here's what's important to know: these symptoms are real, they're valid, and they're not your fault. If you're younger or still having periods, you might not even connect what you're experiencing to the onset of menopause. But whether you've made that connection or not, you deserve support.

The impact on your working life can be profound. This can involve struggling to focus during meetings, feeling embarrassed by visible symptoms, questioning abilities you've never doubted before, or feeling isolated because no one talks about what you're going through.

You have options: navigating menopause at work

The good news? There are practical steps you can take to make your working life more manageable during this transition. You don't have to suffer in silence, and you shouldn't have to choose between your wellbeing and your career.

Know your rights: You're protected by employment law. Menopause can be covered under the Equality Act if symptoms substantially affect your day-to-day activities. You have the right to request reasonable adjustments, just as you would for any other health condition. Your employer has a duty of care to support your wellbeing.

Start the conversation: This might feel daunting, but talking about what you're experiencing is often the first step toward getting support. You might choose to speak with your line manager, HR, or whoever feels safest for you. You don't need to share every detail, just enough to explain what adjustments might help.

Request practical adjustments: Think about what would genuinely make your working life easier. Would flexibility in start times help on days when you've barely slept? Could working from home on particularly difficult days take the pressure off? Would a desk fan, access to a quiet space, or relaxed dress codes help you manage symptoms?

Don't be afraid to ask. These are reasonable requests, not favours.

Seek medical support: If your symptoms are significantly affecting your quality of life, speak with your GP. Treatment options include HRT (hormone replacement therapy), which many women find transformative, cognitive behavioural therapy (CBT) for mood and anxiety symptoms, and various lifestyle adjustments and supplements.

You deserve medical support that takes your symptoms seriously. If your GP dismisses your concerns, you can request a second opinion or seek help from a menopause specialist.

Connect with others: Finding colleagues who understand what you're going through can be incredibly powerful. Look for employee resource groups, menopause cafés, or informal support networks in your workplace. If they don't exist, consider starting one. You'll likely discover you're not the only person who needs it.

Sharing experiences with others who truly understand can reduce isolation, provide practical tips, and remind you that your struggles don't reflect your worth or capability.

Prioritise your wellbeing: This transition is demanding enough without adding guilt about self-care. Regular exercise, good sleep hygiene (when possible), stress management, and a balanced diet can all help manage symptoms. But be gentle with yourself when these feel impossible to maintain.

Some days, getting through your workday is achievement enough.

Challenge the narrative: If you're questioning your competence because of menopause symptoms, remember this: you haven't suddenly become less capable. Your skills, experience, and value haven't diminished. What's changed is your hormones, and that's temporary and manageable.

Don't let menopause define your career trajectory or make you doubt decades of expertise.

What to expect from supportive workplaces

While you're navigating this yourself, it helps to know what good support looks like. The best workplaces treat menopause as a normal part of life, provide flexibility without making you justify every request, make physical adjustments like temperature control and quiet spaces readily available, offer access to occupational health or wellbeing services, and create an environment where you can ask for help without fear.

If your workplace isn't there yet, know that you have every right to advocate for better support. 

Companies leading the way with menopause support 

In the sections that follow, you'll hear directly from women navigating menopause at work and from companies who are getting it right. These stories reveal both the challenges many of us face and the powerful difference that understanding and support can make.

Virgin Media O2

We know that many women experience health challenges at work, which is why it’s critical that we offer meaningful support. At Virgin Media O2, we’re proud to be a Menopause Friendly Accredited workplace. We run regular sessions on women’s health, including some tailored for partners, and have a Fertility Friendly Membership with Family Matters for those seeking guidance and support. In addition, all employees have access to mental health support through our private healthcare benefit and dedicated menopause appointments. The feedback from our sessions has been fantastic, and while we know we’re making a difference, we’re always asking ourselves and our employees what more we can do. - Ana-Rosa Broster and Harriet Lynas, Co-chairs of the Virgin Media O2’s Women’s Network

Mott MacDonald

At Mott MacDonald, we’re proud to champion women’s health and well-being through a range of inclusive initiatives that foster understanding, provide expert support, and encourage open conversations. We recognise that health-related challenges such as menopause, fertility, and menstrual wellbeing can impact many aspects of life—and we’re committed to making sure our people feel supported every step of the way.

💻 Menopause E-Learning: Empowering Conversations

Our menopause e-learning module is designed for people managers, but open to all employees. It helps build confidence in having supportive conversations and equips managers with the knowledge to offer meaningful assistance.

📱 Peppy App: Expert Support at Your Fingertips

Employees can access the Peppy app for an instant chat with clinical professionals about menopause. It’s confidential, accessible, and tailored to individual needs.

They also host a monthly calendar of events focused on women’s health, featuring expert speakers, interactive sessions, and peer-led discussions that foster community and understanding.

☎️ Bupa Menopause Helpline: Personalised Guidance

Our partnership with Bupa provides access to a dedicated menopause helpline, offering professional advice and support to help individuals manage symptoms and explore treatment options.

🌍 World Menopause Day Webinars: Building Allies

Each year, we mark World Menopause Day with company-wide webinars open to all genders. These sessions aim to raise awareness, educate, and build a network of allies across the business—because understanding and support should be universal.

📚 Guidance & Real Stories: Breaking the Silence

We share practical guidance documents and personal stories from colleagues—including senior leaders—who bravely speak about their own experiences. These stories help break down stigma and show that support starts from the top.

🧡 Henpicked Membership & Well-being Champions

As members of Henpicked, we benefit from expert resources focused on menopause in the workplace. Our wellbeing champions also play a key role in promoting health initiatives and offering peer support.

👥 Internal Network: A Growing Community

Our internal women’s health network now has over 160 members and continues to grow. It’s a safe space for sharing, learning, and supporting one another through life’s health journeys.

Together, we’re creating a culture where women’s health is understood, respected, and supported—because when we care for our people, everyone thrives.

 We asked colleagues at Mott Macdonald to share the biggest challenges they’ve faced and support they have received at work to help them feel supported.

Giovanna:

"I had no idea how hard menopause can be until I started going through it myself. I experienced hot flashes, itchy skin, anxiety, lack of sleep, palpitations and feeling extremely low. I really struggled to work. I felt like I couldn’t perform well, and this really affected my confidence.

I’ve had great support from my colleagues and line manager since I’ve shared how I was feeling. The person I work closely with was very supportive and offered a chat when needed (which helped a lot) and they were very understanding. Nobody made me feel judged or uncomfortable.

My advice to anyone going through this, make sure you speak up and seek support from those around you. Unfortunately, menopause is a topic many people just don’t know enough about, so I’d encourage people to build their own knowledge and join groups with others who are experiencing it."

Sandra:

"The biggest challenge I have found at work is dealing with symptoms like brain fog, fatigue, day sweats, depression etc. and still trying to maintain a professional attitude and get all my tasks done. The symptoms have a huge impact on every aspect of work, and it's made so much worse when you don't understand what is happening to you. 

I also started perimenopause a bit early, at 38 years old, and was consistently told by medical staff that I was far too young to be going through perimenopause, that it was just because I was overweight and needed to exercise more, which just makes you feel like you are being ridiculous, and is soul-destroying. 

However, I am extremely thankful that I work for Mott MacDonald, as they introduced the Peppy app, and I finally realised that what I was feeling was real, and that I was not the only one. I had a one-to-one appointment through the app with a nurse, and she confirmed everything I suspected and made me feel like someone was finally taking this as seriously as I was. She also helped me prepare for a GP appointment, which I came out of feeling like someone finally recognised what I was going through, and with the support to help me. 

After that, everything settled down a bit, although I still have all the symptoms, it just made it so much more manageable, and I think a big part of that was being listened to and understood. I also have to say, my managers and colleagues (male and female) have been incredibly supportive too, willing to listen to the facts of the matter, and they accepted the reality of my situation. They have been nothing but fully supportive to help me through this."

BAE Systems

We are thrilled to hold a menopause accreditation, a significant award that underscores our commitment to addressing the unique challenges faced by employees experiencing menopause. This accreditation is a testament to our proactive approach in creating a supportive environment where all employees can thrive, regardless of their stage in life. We partner with menopause experts, Henpicked, to raise awareness of symptoms and provide resources and training including;

• Senior-level sponsorship: Sir Simon Lister champions menopause awareness as Gender in-country Sponsor, ensuring it remains a company-wide priority.
• Menopause Champions: Representatives across all UK businesses provide support, guidance, and raise awareness.
• Award-winning peer support network: Pause for Thought (part of the Gender Equality Network) offers peer support and has won an InsideOut Award.
• 1:1 menopause coaching: Accredited coaches provide personalised support to help employees navigate menopause confidently.
• Dedicated Menopause Hub: An internal resource with educational materials, advice, and support tools in one place.
• Monthly training sessions: Regular Webex sessions for managers and colleagues to raise awareness and build understanding.
• Trained HR and Mental Health First Aiders: Equipped with specialist training to offer practical advice and signpost support.
• Quarterly menopause masterclasses: Expert-led sessions covering medical insights and coping strategies, refreshed annually.
• ‘Break the Stigma’ roadshows: Open discussions and events to challenge misconceptions and normalise menopause conversations.
• Quarterly Q&A with a menopause GP: Opportunity for employees to ask questions and get expert medical advice.
• Working Adjustment Passport: Helps employees record agreed adjustments with managers to support wellbeing and productivity.

You can find out more about BAE Systems’ menopause initiatives here. 

TUI

At TUI, we have a dedicated Menopause Employee Network Group to support all and it’s open to anyone at TUI who wants to join, and this includes people who are going through the menopause themselves, and those who might be living with or managing someone who is including women going through menopause themselves.  The goal of the group is to bring together TUI colleagues from all across the world, who are going through, or supporting someone else as they go through the menopause, as well as anyone else who just wants to learn more.  There’s no agenda to the group, it’s simply a safe space for socialising, sharing and learning.  We have signed up to the Wellbeing of Women Menopause Workplace Pledge, so this network helps the business take positive action to ensure colleagues going through the menopause feel heard and supported.  TUI are also working towards The Menopause Charity Workplace Quality Mark once it’s launched and we think The Menopause Charity aligns with TUI values, and their Quality Mark demonstrates our commitment to supporting people experiencing the menopause first hand, or second hand as a friend, partner, colleague or manager. 

FAQs about menopause at work

1. What is menopause and what symptoms might I experience at work?
Menopause is the natural stage in life when your periods stop, usually around age 50. Common symptoms that can affect work include hot flashes, fatigue, mood changes, sleep problems, and difficulty concentrating. Understanding these can help you plan ways to manage them at work.

2. What kind of support can I get to help me with menopause at work?
You can ask for flexible working hours, access to wellbeing programs, adjustments to your workspace, or understanding from your manager and colleagues. Many companies also provide manager training to ensure they know how to support employees going through menopause.

3. How can I manage menopause symptoms while staying productive at work?
Strategies include taking short breaks, using cooling devices, prioritising sleep, and communicating openly with your manager. Knowing your rights and available workplace support can make it easier to manage symptoms without affecting your performance.

4. How do I talk to my manager or HR about menopause at work?
Be honest and direct about what you need, whether it’s flexible hours, temporary adjustments, or resources. You can also reference company policies on wellbeing and flexible working to support your discussion.

5. Where can I find resources or communities to support me with menopause at work?
Resources include HR or wellbeing programs at your company, online menopause guides, support groups, and platforms like Flexa that highlight employers who provide menopause support.