Menopause at Work: Beyond Workplace Adjustments – Supporting Women’s Health and Wellbeing

Menopause is a natural stage of life, but its impact does not stop when someone arrives at work. For many women, the physical and emotional changes associated with menopause can affect their wellbeing, confidence and ability to manage everyday activities, including their working lives.

While menopause is increasingly recognised as an important workplace wellbeing issue, conversations often focus on policies, flexible working and employer responsibilities. These are important, but there is another aspect that deserves greater attention: helping women understand and manage the physical and emotional changes they may be experiencing.

At The Wellbeing and Rehabilitation Company (WRC), we believe women should feel supported, informed and empowered to maintain their health, wellbeing and confidence throughout menopause and beyond.

How can menopause affect women’s health and working lives?

No two women’s experiences of menopause are exactly the same. For some, symptoms may be mild, while for others they can be unpredictable, frustrating and sometimes overwhelming.

Hormonal changes during menopause can affect multiple aspects of physical and emotional health, including:

• Muscle and joint health: Pain, stiffness and changes in strength can make everyday movement and physically demanding work more challenging.
• Pelvic health: Bladder leakage, urinary urgency and pelvic floor symptoms can affect comfort, confidence and participation in work and exercise.
• Sleep and fatigue: Disrupted sleep, night sweats and persistent tiredness can affect energy levels and concentration.
• Physical fitness: Changes in muscle mass, strength and body composition can influence physical wellbeing and confidence in exercise.
• Emotional wellbeing: Anxiety, mood changes, reduced confidence and difficulties with concentration or memory can affect relationships and working life.

These symptoms often overlap, creating a cycle where poor sleep, fatigue, reduced activity and changes in confidence influence one another.

Importantly, women should not feel they simply have to accept these symptoms or struggle through them. There are effective ways to manage many of these challenges, and appropriate healthcare and exercise support can make a meaningful difference.

Why does menopause support in the workplace matter?

Workplace conditions can sometimes make menopause symptoms more difficult to manage. Long shifts, limited opportunities for breaks, uncomfortable uniforms, warm environments or inflexible working arrangements can all add to the challenge.

For example, urinary urgency may be particularly difficult in a role with limited toilet access, while joint pain or fatigue may affect someone undertaking physically demanding tasks.

Women experiencing menopause often bring years of valuable knowledge, experience and leadership to their roles. Supporting their health and wellbeing helps employers retain that experience while creating a more inclusive workplace.

Employers also have legal responsibilities relating to health, safety and discrimination. Depending on individual circumstances, menopause-related symptoms may engage protections under equality legislation.

However, effective menopause support should go beyond policies and procedures. It is about understanding individual needs, making appropriate workplace adjustments and recognising the value of specialist healthcare and exercise in helping women remain healthy, confident and active.

Six ways employers can better support women experiencing menopause

Nicola Suckley, Managing Director of WRC and Specialist Occupational Health Physiotherapist, shares her recommendations.

Having worked in Occupational Health Physiotherapy for over 20 years, I have seen how health conditions can affect people’s confidence, wellbeing and ability to remain at work. I am passionate about helping employers recognise that supporting employee health is not simply about managing absence or performance, but about creating environments where people can thrive.

Menopause is an important part of this conversation. Every woman’s experience is different, and support needs to reflect the individual rather than adopting a one-size-fits-all approach.

There are six key areas I would encourage employers to consider:

1. Train managers and team leaders

Managers are often the first people employees approach for support. Providing training to improve understanding of menopause, its potential impact and how to have sensitive conversations can make a significant difference.

2. Encourage open and confidential conversations

Women should feel comfortable discussing their health without fear of embarrassment or judgement. Creating a supportive culture where concerns are listened to and treated confidentially can help identify challenges early.

3. Review the working environment

Small practical adjustments can have a meaningful impact. Consider workplace temperature, ventilation, access to drinking water and toilets, comfortable uniforms, flexible working arrangements and appropriate breaks. The most effective adjustments are those tailored to the individual and their role.

4. Develop a menopause policy

A clear policy demonstrates organisational commitment, helps managers understand their responsibilities and provides employees with guidance on the support available. Importantly, policies need to translate into meaningful action.

5. Approach absence and performance concerns with understanding

If symptoms are affecting attendance or performance, I would always encourage employers to explore the underlying reasons before drawing conclusions. Supportive discussions, appropriate adjustments and access to Occupational Health advice can help women remain healthy and productive at work.

6. Promote access to specialist healthcare and exercise

Workplace adjustments are important, but they are only part of the solution. Encouraging access to appropriate healthcare, Women’s Health Physiotherapy and exercise can help women manage physical symptoms, maintain strength and improve confidence and wellbeing. Employers do not need to be menopause experts themselves; their role is to listen, consider appropriate adjustments and signpost employees to specialist support where helpful.

My key message to employers is that menopause support should be proactive, individualised and focused on helping women maintain their health and ability to thrive, both in and outside work.

How can WRC support women during menopause?

At WRC, we understand that menopause affects much more than physical health. Changes in strength, sleep, mood and confidence can influence how women feel about themselves and manage everyday life. Our approach is to listen, understand individual needs and provide personalised support to help women feel stronger, healthier and more confident.

Through our range of specialist services, we can support women in several ways:

• Women’s Health Physiotherapy: Specialist assessment and rehabilitation for pelvic floor and bladder symptoms, muscle and joint pain, changes in strength and difficulties with movement or exercise.
• Pilates and strength-based exercise classes: Regular exercise can help maintain muscle strength, support bone health, improve movement and positively influence mood and wellbeing. Our classes offer a welcoming, supportive environment to build fitness and confidence.
• One-to-one exercise and nutritional advice: Personalised guidance to help women improve strength, maintain physical fitness, develop healthy eating habits and manage changes in body composition and long-term health.
• Counselling: A confidential, supportive space to explore emotional challenges, anxiety, changes in mood or confidence and the wider impact of menopause on everyday life.
• Health Coaching: Helping women identify achievable goals and make sustainable changes to their lifestyle, physical activity and overall wellbeing.

Our support can be accessed in person at WRC in Didsbury or online, depending on the service and individual needs, making it easier for women to access advice and support around their work and personal commitments.

We recognise that menopause care often involves different healthcare professionals. Our services can complement medical advice and treatment, including hormone replacement therapy (HRT) where appropriate.

For employers, WRC also brings specialist Occupational Health expertise. We can deliver workplace training, interactive workshops and tailored support directly within organisations, helping managers and employees better understand menopause, recognise its impact and create healthier, more supportive working environments.

You don’t have to manage menopause alone

One of the biggest challenges surrounding menopause is the feeling that women should simply “get on with it” or manage their symptoms in silence. At WRC, our passion has always been about more than treating symptoms. We want people to feel listened to, understand their health and have the confidence to take positive steps towards improving their wellbeing.

This is particularly important in women’s health, where symptoms can sometimes be overlooked or accepted as an inevitable part of getting older.

We believe every woman deserves access to the right knowledge, advice and support to feel strong, confident and empowered through menopause.

As Marsha Fernandes, Specialist Pelvic Health Physiotherapist at WRC, explains:

“No two people’s experiences of menopause are identical, which is why listening to the individual is so important. Small, appropriate changes at work, combined with understanding and access to specialist support, can make the workplace feel much more manageable.”

Whether you’re looking for support with menopause-related symptoms or want to create a more supportive workplace for your employees, WRC is here to help.

To find out more about our specialist services in Didsbury, online support or workplace training and workshops, contact us on 0161 676 0341 or email info@wellbeing-rehab.co.uk.