In the private sector, one of our greatest assets is our experienced talent. These employees, regardless of title, are often at the peak of their performance and bring invaluable institutional knowledge, stability, and mentorship to the workforce. Yet, many businesses fail to recognise or mitigate a major threat to retention: lack of perimenopause support at work. This transition, often leads to isolation, self-doubt, and unnecessary attrition because the support systems simply aren’t in place or maybe missed.
For businesses committed to protecting their talent pipeline, addressing perimenopause is not a wellness luxury; it is a strategic imperative for retention. Now more than ever people teams are looking for new ways to support their employees and prevent attrition.
By acknowledging the challenge and offering clear, accessible support, we can keep valuable employees productive, confident, and committed to their long-term careers.
The Unseen Challenge: Navigating Perimenopause Support at Work
Perimenopause, the transition before menopause, brings fluctuating hormones and unpredictable symptoms that directly impede professional performance and confidence:
- Symptom Roulette: Symptoms vary wildly, including hot flushes, sleep disturbances, brain fog, anxiety, and joint pain. They emerge gradually, making it difficult for individuals to connect the dots.
- The Silence Barrier: Taboos around women’s health leave employees isolated and reluctant to seek support from managers or peers.
- Impact on Confidence: Unexplained fatigue or brain fog can quickly erode an employee’s self-belief, causing them to step back from demanding roles or even leave the workforce altogether.
Our goal is to ensure employees feel understood, supported, and confident, safeguarding their careers through this life stage and protecting organisational productivity by minimising absenteeism and presenteeism.
What are the practical tips for?
Your Action Plan: Three Ways to Support Employees Through Perimenopause at Work
To master this transition and foster a truly supportive and inclusive workplace, here are some focus areas I have seen in People teams deliver in practice.
Focus Area 1: Practical and Discreet Workplace Perimenopause Adjustments
Focus on subtle, structural adjustments that manage symptoms and maintain comfort without requiring public disclosure.
- Implement a Workplace Adjustment Passport: Introduce a confidential document that allows an employee to record their agreed-upon adjustments (e.g., specific desk fan access, communication preferences) and carry that record with them when changing roles or managers. This prevents the need to repeatedly disclose personal details.
- Structured Communication Standard: Implement a standard where complex instructions or decisions are always documented immediately in writing after a verbal discussion. This acts as a safety net for memory lapses related to brain fog.
- Discreet Cooling Options: Provide employees with access to personal, discreet items such as rechargeable hand held fans, cooling wrist wraps, or desk-drawer access to a small, private refrigerator for quick relief from hot flushes.
- Menopause-Sensitive Risk Assessments: Mandate that Health and Safety risk assessments explicitly review environmental factors like temperature, ventilation, uniform, and restroom access, ensuring the physical workspace is compliant without requiring individual symptom disclosure.
- Flexible Working Options: Offer flexible working arrangements (for example, adjusted start/end times or hybrid working) to help manage fatigue and sleep disturbances.
Focus Area 2: Foster a Culture of Openness and Advocacy
Cultivate a culture where employees feel psychologically safe and managers are genuinely empathetic.
- Implement “Empathy Moments”: Suggest managers start regular team meetings with a brief, non-specific “Empathy Moment” (e.g., “Please prioritise your wellbeing today”). This normalises capacity fluctuations without requiring disclosure.
- Encourage “Thinking Out Loud” Strategies: Train teams to normalise verbalising workflow (e.g., “I’m just making a quick list of our next three steps now”) as a neutral way to mitigate brain fog and maintain clear team communication without singling out individuals.
- Mandatory “Life-Stage Simulation” Workshops: Organise short, interactive workshops for leadership and management that simulate the experience of common symptoms to build genuine empathy.
- Appoint Menopause Champions: Designate and train internal “Menopause Champions” to provide confidential peer support and advocate for adjustments.
- Review HR Policies: Ensure policies explicitly recognise perimenopause as a health condition that may require support, aligning with your broader wellbeing framework.
Focus Area 3: Empower Through Discreet Digital Healthcare Access
Provide employees with immediate access to continuous, personalised, and confidential care, ensuring they have the tools to manage symptoms and advocate for themselves.
- Digital Tools for Confidentiality: Integrate a platform like Anya Health to offer expert-backed support. Features include the ability to track symptoms and journal, and access evidence-based articles and self-care plans.
- Video Consultations for Timely Care: Crucially, offer access to video consultations with specialists. This is essential for quick, discreet access to experts, allowing employees to share their documented symptom evidence from home for a more accurate diagnosis and treatment plan.
- Holistic Support: The platform also offers support and resources for partners, acknowledging its impact on relationships.
- Education and Q&A: Host regular webinars or expert-led Question and Answer sessions to provide a safe space for confidential learning.
By proactively addressing perimenopause, you’re future proofing your talent pipeline, retaining invaluable experience, and cultivating a truly inclusive, high performing workforce where everyone feels supported throughout every life stage.
By Jessie Ghedia (Client Success and Partnerships Lead)