Menopause support

Menopause is the time in a woman’s life when periods stop as a result of the reduction and loss of ‘ovarian reproductive function'. This is usually around the age of 45 to 55, although this can occur sooner for some women. The average age of the menopause in the UK is 51 (British Menopause Society).

It’s common for symptoms to start before periods actually stop. The months or years either side of periods stopping when some menopausal symptoms are experienced is called perimenopause. Around one in 100 women will experience perimenopause before the age of 40 and face menopausal symptoms sooner, which can cause some health implications if left untreated (NHS Inform).

When symptoms start before the onset of any change in periods, it can be confusing and difficult to understand the cause, often leaving women concerned they have a more serious health condition. Even when periods have finally stopped, symptoms may persist for many months or years.

We must recognise that, for many reasons, people's individual experiences of the menopause can differ greatly and when different characteristics intersect, that can impact a person's experiences. For example, the traits and behaviours associated with neurodivergence can become worse during the menopause and perimenopause (Lexxic). In addition, according to CIPD research, women with a disability or long-term condition are significantly more likely to describe their menopause symptoms as having a quite or very negative impact on their career progression (36%) compared to 24% who do not have a disability.

Transgender men, non-binary and intersex people may also experience the menopause. Additionally, transgender women can experience menopausal symptoms when they commence HRT treatment and hormones are adjusted, introduced or stopped, particularly before and after surgeries and procedures throughout the transition process.

Many who experience the menopause will have mild symptoms, but for others, symptoms can be severe and impact life.

Hot flushes frequently lead to a feeling of anxiety, particularly in public settings, and it could happen once or twice, or many times a day and at night.

According to the NHS, other symptoms include:

• changes to periods
• mood changes including low mood, anxiety, low self-esteem
• brain fog (problems with memory or concentration)
• difficulty sleeping
• palpitations
• headaches and migraines, often worse than usual
• muscle aches and joint pains
• skin changes, including dry and itchy skin
• reduced sex drive
• vaginal dryness and pain, itching or discomfort during sex
• recurrent urinary tract infections (UTIs)
• sensitive teeth, painful gums or other mouth problems

Any of these symptoms alone, and in any combination, can have a strong adverse effect on both physical and mental health. But when paired with long hours and high demands on time and output, which are so common in law firms, we see the potential for a much more difficult experience.

Some women describe feeling that they are ‘just hanging in’, or ‘pushing through’ in order to work effectively while experiencing symptoms. This is often exacerbated by feeling as though they are not able to discuss this openly within their teams or to their managers. The stigma associated with the menopause encourages suffering in silence.

The conversation has moved on somewhat, in pace and in understanding, since we first wrote this guide in 2019, and we are encouraged to see more work and conversation in the space of menopause and perimenopause.

That said, we frequently hear from members of the profession that there is still not enough being done to support women.

We want to move the conversation even further, so we end stigma together.

• Menopausal-age women are the fastest growing demographic in the workplace (UK Government 2025 statistics)
• The same UK Government stats show that nearly eight out of ten women aged 50-54 and seven out of ten women aged 55-59 are in work, when they are most likely to be menopausal.
• Nearly three-quarters (73%) of women aged 40-60 surveyed in a 2023 CIPD study experienced symptoms related to the menopause transition.
• In the same CIPD study, two-thirds (67%) of the women with experience of menopausal symptoms said that they had a mostly negative effect on them at work.
• The CIPD study also found that around one in six women (17%) considered leaving work due to lack of support and a further 6% left work.

It’s clear from these statistics that educating both employers and employees is paramount alongside improving working environments. We have set out some recommendations below to help you achieve these as employers, as allies, and as people experiencing menopause.

Managers do not need to be menopause experts

A lack of expert knowledge on the menopause should not prevent managers from taking meaningful action. Our understanding of any area of human experience changes all the time and what is more important than having all the answers is creating safe spaces for open conversations.

In our work engaging with members of the profession, some women have told us they want to be able to start these conversations and not feel judged. Just opening the door to a conversation about what someone who is experiencing the menopause might need can be a very powerful first step.

Championing employees to feel comfortable, to be themselves and speak freely can have a huge positive effect on wellbeing, motivation and morale.

Creating an open culture

Environments where menopause can be discussed as openly as any other subject normalises it for everyone.

Practical examples of ways to do this include starting an internal networking group to share insights and experiences. Even employees who will not directly experience the menopause themselves will have colleagues, friends, family, partners and others they know who will go through it.

Ensuring all staff are welcome to join discussions will prove particularly helpful in further removing any stigma associated with menopause.

Nevertheless, it is key to find the right balance between ensuring that all can join conversations, with ensuring privacy for those who do not want to share in a group. Our next suggestion below consider this.

Menopause champions

Having dedicated,trained menopause champions in the workplace can be helpful for the following reasons: 

• They can provide a safe confidential source of support to whom colleagues can open up. While managers play an important role, people may prefer to choose to speak to someone trained as a menopause champion. 
• Supplying guidance and signposting to both internal and external sources of support. This is a good step for organisations whose resource does not allow them to have networks or champions as well. (Please see our list of resources at the end).
• Raising awareness by running or assisting with awareness events and communications. 
• Advocating for changes and improvements in the workplace and influencing cultural change.

Share resources and guidance

Sharing a wide range of resources is invaluable for both helping individuals and breaking down the stigma. Resources could include menopause symptoms, how women and their lives can be affected, and the types of support available.

Highlighting resources, such as blogs, books, videos, events and more, can help colleagues to engage with the subject of menopause and encourage their learning and the development of their understanding. 

We have highlighted some resources below, but we urge everyone to take the time to find your own and ensure you include experiences from a diverse range of voices.

Understanding best practice

The above tip about resources can be widely applied to cover many other characteristics, identities, cultures and experiences, so look to other areas of inclusion that you work in and consider how you might map across that work to this.

Talk to other organisations and ask how they are approaching conversations and adjustments around the menopause.

Workplace training

Workplace training that raises awareness of menopause at work and introduces an array of workable solutions is important. If your organisation does not have resource for this, for example you are a smaller practice unit, then consider engaging with online seminars and webinars, of which there are many focused on this topic.

ACAS (the Advisory, Conciliation and Arbitration Service) has a helpful online resource called Menopause at work: managing the menopause. Topics in that guide include supporting staff, talking with staff, and menopause and the law.

Using dates focused on the menopause, for example awareness and celebratory events, can present opportunities to offer training and educational sessions, and facilitate conversations for internal staff. Examples include:

• Menopause Awareness Month - October
• World Menopause Day - 18 October
• International Women’s Day - 8 March

Reasonable adjustments and discrimination

Employers owe a duty of trust and confidence to their staff and how they’re supported in the workplace when facing these issues.

Some menopausal women may also be protected under the Equality Act 2010, if their symptoms are severe enough to amount to a disability. This is defined in the Act as someone who has a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. If a woman’s menopausal symptoms meet the definition, their employer must make any reasonable adjustments to help her return to or stay in work.

The requirement to make reasonable adjustments applies where a “provision, criterion or practice” (such as a workplace policy) or physical feature (such as working in a hot environment) puts a disabled person at a substantial disadvantage. Introducing a range of simple and effective reasonable adjustments is an easy way to begin developing an accommodating, inclusive work environment.

It is important to note that providing adjustments only to those who meet the criteria of disability under the Equality Act may unduly limit the benefit of such adjustments.  Many people who are experiencing menopause symptoms will not meet the definition of disability or may not consider themselves to have a disability and this may prevent them accessing adjustments.

Having open and safe conversations about what you need and, as managers, what your staff need, can go a long way to improving the workplace for all.

For more information, please read our improving disability inclusion guide.

Some adjustments to consider

Dress code

Implementing a more relaxed and flexible dress code can help manage discomfort.

Accessibility to cooling

Employees should have access to a fan or air conditioning where possible. If neither of these are available, staff should know they can ask to sit near a window or take flexible breaks to cool down.

Flexible and hybrid working

Trouble sleeping and sleeping issues generally are one of the top cited symptoms of menopausal women and this can affect work performance and wellbeing. Working from home and hybrid working was identified by two-thirds of women participating in a 2023 CIPD study as making it easier for them to manage their symptoms. Nowadays, most law firms and organisations offer or are equipped to offer hybrid and home working, which has as one of its benefits the opportunity to support menopausal women, among other groups.

Offering colleagues flexibility around when they start and finish work can also be important.

While home working may help with managing certain symptoms, others may be impacted by the loss of workplace face-to-face connections. Scheduling and offering different ways to connect with colleagues for online working should be considered. You can see more information about managing flexible working in our guide.

Manager check-ins

Managers should be encouraged to include health and wellbeing more broadly in regular catch-ups with their team member, and not just in relation to menopause.

Women are more likely to confide in managers who treat them respectfully and make time to discuss issues properly. If they’re able to have open conversations about their menopausal symptoms, it’s much more likely that their managers will be able to put in place practical measures to help them continue to work and perform to the best of their abilities.

For many, menopause occurs around mid-life, which can often also be the time when other life pressures build up. Work, family, home, caring and other responsibilities can hit a peak.

To help you stay well and to try to ease or combat some of the symptoms of the menopause, we have listed below some specific areas that you can look at to support your physical health as you go through the changes of menopause. These include:

• achieving a balanced diet tailored to the menopause
• keeping an eye on the intake of certain minerals, such as calcium, and vitamins
• stopping smoking
• reducing alcohol intake
• exercise
• lifestyle changes
• seeking professional advice and information.

There are many, trusted sources of information about staying well during the menopause that offer the most up-to-date research, advice and guidance. We have included suggestions in our resources section below.

When looking for information and advice, always consider the following:

Is it accurate?

Look at the ‘about us’ section of web pages. Look for sites that are open about working within UK NICE Guidance. Whilst the Scottish equivalent of NICE is SIGN, the NHS Scotland website cites NICE guidance on menopause as best practice. Is the author a health care professional or a recognised expert? If not, what are their credentials?

Is it biased?

Are they selling a product or a service? It should be clear if they are. Many sites will separate advice from adverts, with clear distinction between sections.

Is it recent?

Is there reference to recent research? Make sure to check dates on the site and try to find information that is as up-to-date as possible to ensure its accuracy and relevancy.

Books

• The Definitive Guide to the Perimenopause and Menopause: Dr Louise Newson, revised and updated 2024
• Menopausing: Davina McCall and Dr Naomi Potter, 2024
• The Man’s Guide to Menopause: Nikki Woods, 2024
• Managing hot flushes, a cognitive behavioural self help guide to the menopause: Myra Hunter 2020
• Menopause: The One Stop Guide, Kathy Abernethy, 2019
• Men…let’s talk menopause: Ruth Devlin 2019
• Menopause: The Change for the better, Henpicked and Deborah Garlick 2018

Websites

Information on menopause:

• Menopause Matters: an award winning, independent website providing up-to-date, accurate information about the menopause, menopausal symptoms and treatment options.
• Women's Health Concern provides independent advice to inform and reassure women about their gynaecological, sexual and post-reproductive health.
• Henpicked: expert menopause advice to help people make informed choices. Advice for individuals and employers.
• Daisy Network is dedicated to providing information, support and community for women diagnosed with Premature Ovarian Insufficiency (POI).
• Menopause Cafe: where people gather to eat cake, drink tea and discuss menopause. Menopause cafes can be public or workplace-only events.
• Menopause NHS

For workplaces:

• Peppy Health menopause resources, with whom we worked in 2019 to create the original version of this guide.
• Menopause in the Workplace
• ACAS: Managing the menopause 
• CIPD: The menopause at work - A guide for people professionals 
• Menopause at Work: Menopause Information Pack for Organisations

Legal sector wellbeing resources: 

These resources are not specific to the menopause, but can offer general support for individual's wellbeing as well as wellbeing resources for employers

• Lawscot Wellbeing
• LawCare - The mental health charity for the legal sector