October marks Menopause Awareness Month, a time to raise awareness about the challenges menopause can bring to the workplace. Menopause is a natural biological process that occurs when hormone levels, particularly oestrogen, fluctuate significantly. For many employees, these changes can affect health, wellbeing, and productivity. Menopause typically occurs between the ages of 45 and 55, averaging 51, but it can also happen earlier due to surgery or medical treatments.
At Teladoc Health UK, we offer a comprehensive Menopause Service with a multi-disciplinary approach. Our platform provides access to virtual GPs, nutritionists, physiotherapists, and mental health professionals—all coordinated to deliver personalised care. Employees can discuss physical and emotional symptoms, explore treatment options, and create tailored plans for symptom relief and long-term wellbeing.
In this article, we explore the facts about menopause and share practical ways employers can support their teams.
Menopause symptoms are not limited to women. They can also affect:
Women
Transwomen
Non-binary individuals
Recognising this diversity is key to creating an inclusive and supportive workplace.
Menopause can have a significant impact on employees’ careers. Nearly one million women have left their jobs due to menopausal symptoms, and many others take extended absences to manage their health. Supporting employees through this transition is not only compassionate but also essential for retention, productivity, and workplace wellbeing.
Symptoms vary widely, but five common experiences include:
Anxiety and depression – Emotional changes can impact focus and engagement.
Mood changes – Including low mood, irritability, or emotional swings.
Hot flushes – Sudden, overwhelming sensations of heat that can be uncomfortable at work.
Sleep difficulties – Leading to fatigue, reduced concentration, and irritability.
Loss of confidence and ‘brain fog’ – Affecting decision-making and performance.
Even when symptoms are not visible, managers can take practical steps to make the workplace more supportive. Every experience is unique, so flexibility is key.
Employees should be encouraged to consult their GP about symptom management. Teladoc Health UK’s Menopause Service provides accessible support for consultations and treatment planning.
A formal workplace policy signals your company’s commitment to supporting employees through menopause, helping normalise conversations around the topic.
Allow employees to take additional breaks or attend medical appointments to better manage symptoms.
Provide training, share resources, and foster open dialogue to normalise menopause as a workplace matter. Awareness campaigns and internal communications can reinforce the company’s commitment.
Appoint a menopause champion or create peer-support networks to offer guidance, community, and reassurance.
Lifestyle adjustments can help employees manage symptoms and improve overall wellbeing:
Overall goal: Reduce triggers, support physical and mental health, and empower employees to manage menopause proactively.
Menopause Awareness Month serves as a vital reminder that supporting employees during menopause benefits not only them but also their colleagues and organisations. By implementing policies, fostering open dialogue, and providing practical support, employers can cultivate an inclusive, healthy, and productive work environment for all.
Sources used in the article:
BMS Menopause Nutrition & Weight Gain: Link
BDA Menopause Diet Guidance: Link
Hot flushes & smoking: Butts SF et al., JCEM, 2012
Caffeine, alcohol & vasomotor symptoms: PubMed 25051286, PMC3185243, ScienceDirect
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