How Employers Can Support Perimenopausal Employees
Across the private sector, thousands of experienced women are stepping away from work each year because of unmanaged perimenopause symptoms.
Research from the CIPD shows that:
- 3 in 5 women say menopause symptoms negatively affect them at work
- 1 in 10 have left a job as a result
It’s a huge retention issue, as well as a health problem. When women feel unsupported, organisations lose knowledge, leadership and experience that can take years to rebuild.
The good news is that with the right awareness and practical help, perimenopause doesn’t have to push anyone out of work. Employers can make a real difference in keeping talented women healthy, confident, and part of their teams for longer.
What is Perimenopause?
Perimenopause is the time leading up to menopause and often lasts several years. It’s when hormone levels start to fluctuate and symptoms begin, even while periods continue.
Common symptoms include:
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Hot flushes and night sweats
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Fatigue and disrupted sleep
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Anxiety, mood changes or low confidence
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Brain fog and difficulty concentrating
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Irregular periods
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Joint pain or headaches
Every woman’s experience is different. Some have mild symptoms while others find daily life and work are significantly affected.
Why Perimenopause Impacts Work and Retention
Perimenopause often coincides with a stage of life where women are at the height of their experience — leading teams, mentoring others, and driving change. But without the right understanding or flexibility at work, symptoms can make even small tasks feel overwhelming.
The impact on work:
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Difficulty concentrating or remembering information
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Interrupted sleep leading to fatigue and lower productivity
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Worries about professionalism during hot flushes or mood swings
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Reluctance to discuss symptoms with managers
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Taking time off sick or stepping back from promotions
When this happens, people’s confidence dips — and so does retention. Employers risk losing valued people at the peak of their careers.
Creating a menopause-friendly environment helps change that. With small adjustments and open conversations, organisations can retain expertise, strengthen inclusion, and show real care for employee wellbeing.
Practical Ways Employers Can Help
1. Normalise The conversation
Add menopause to wellbeing calendars, share trusted information and make it clear that it’s okay to talk about.
2. Support your managers
Many managers want to help but aren’t sure how. Offer short awareness sessions, clear guidance on adjustments and a supportive tone. Download Anya’s Line Managers’ Guide to support them in starting conversations.
3. Create a clear policy
A Menopause Policy gives structure and reassurance. It shows your organisation takes the issue seriously.
5. Give access to expert help
Digital solutions like Anya make menopause care accessible and confidential. connecting employees to expert support, guided self-care and 24/7 support — all through a simple app.
Your Action Plan: What Perimenopause Support Looks like in Practice
To encourage a truly supportive and inclusive workplace, here are some focus areas we have seen People teams deliver in practice.
1. Practical Workplace Perimenopause Adjustments
Small, thoughtful changes can make work more comfortable and show genuine care.
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- Keep adjustments private
Create a simple Workplace Adjustment Passport so employees can record what helps them — like having a desk fan or flexible start time — without having to repeat personal details each time they change roles or managers. - Write things down
Follow up team meetings with short written notes. This helps everyone — especially those dealing with brain fog — stay on track. - Provide cooling options
Simple items like hand-held fans or access to a small fridge for cold water can make a big difference during hot flushes. - Check the environment
Include menopause needs in your regular health and safety checks. Look at room temperature, ventilation, uniforms and easy access to toilets. - Offer flexibility
Allow adjusted start or finish times, or the option to work from home, to help manage sleep issues or fatigue.
2. Build a Culture of Openness and Understanding
Perimenopause shouldn’t be something people feel they have to hide. Cultivate a culture where employees feel psychologically safe and managers are genuinely empathetic.
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- Lead with empathy
Suggest managers start regular team meetings with a brief, non-specific “Empathy Moment” (e.g., “Please prioritise your wellbeing today”). A small phrase can sets the tone for kindness and understanding 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. - Bring learning to life
Offer short workshops that help managers understand what menopause can feel like and how to support colleagues going through it. - Appoint Menopause Champions
Designate and train internal “Menopause Champions” to provide confidential peer support and advocate for adjustments. - Review your policies
Make sure HR and wellbeing policies clearly include menopause and perimenopause as part of your health and inclusion framework.
3. Give Access to Discreet, Expert Help
Not everyone feels comfortable talking about menopause at work — and that’s okay. Providing confidential, expert-led support helps employees take care of their health in their own way.
- Use digital tools
Platforms like Anya give employees 24/7 access to evidence-based articles, self-care plans, and symptom tracking in complete privacy. - Offer virtual appointments
Give staff the option to speak directly with menopause specialists online, from home, when it suits them. - Support the whole family
Menopause can affect partners too — offer access to educational resources and advice for them as well.
- Keep the conversation going
Host regular webinars or Q&A sessions with experts so employees can learn and ask questions in a safe, supportive space.
Anya offers all this and more.
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)