A growing number of women are finding that menopausal symptoms are making their working lives harder than they need to be.

The workplace environment is making symptoms worse

Many of the most common menopause symptoms, from brain fog and anxiety to disrupted sleep and fatigue, can have a direct impact on how women feel and function at work. Yet, despite how widespread these symptoms are, workplace understanding is still lagging behind.

According to the CIPD, 73% of women aged 40-60 who are currently working have experienced menopause symptoms on the job, and of those, two-thirds said these symptoms negatively affected their performance. 

Whether it's struggling to focus in meetings or needing more flexibility during difficult days, many women aren't getting the support they need.

Why temperature sensitivity matters

Hot flushes and chills are among the most common menopausal symptoms, driven by changes in oestrogen levels that affect the body's ability to regulate heat. As you might expect, this can be made even more challenging to manage for women at work. 

A survey commissioned by UK thermal clothing brand Heat Holders as part of its recent ‘Menopause Wellbeing Guide' found that more than half of women aged 45-65 said they regularly felt too cold at work, while over two‑thirds couldn't control their thermostat when in the workplace. 

In this guide, Heat Holders, also summarised the issue clearly: "Many women going through menopause aren't feeling comfortable temperature-wise in the workplace. What we've learned is that layering up for cold extremities or layering down for hot flushes isn't always easy when people are at work."

When staying silent becomes the only option

Despite growing awareness, many women still don't feel comfortable talking about menopause at work, and some are leaving their jobs because of it. A Work In Mind study found that 23% of working women have considered quitting due to menopause symptoms, while 14% were actively planning to leave.

For some, it's down to a lack of empathy or support from managers, while for others, the stigma makes even starting the conversation feel too daunting. When symptoms go unacknowledged, they can quietly push women out of roles they once thrived in.

What employers can do

Supporting menopausal employees doesn't always mean big budgets and sweeping workplace policy overhaul; it's often the small, thoughtful changes that have the biggest impact:

  • Allowing adjustments to heating or air-con where possible
  • Relaxing dress codes to support comfort and layering
  • Providing access to quiet, well-ventilated spaces
  • Encouraging open, stigma-free conversations about symptoms

These adjustments, along with others, can help women manage both physical and emotional symptoms more comfortably. And with menopause symptoms affecting performance, attendance and retention, it's undeniably smart people management.

Looking ahead

With so much data highlighting the sheer volume of women facing workplace menopause issues every single day, it's clear this isn't a novel concern. As workplace wellbeing continues to evolve, menopause needs to be seen as a standard part of the health and the wider inclusion strategy and not just an afterthought.