Let’s be real, menopause isn’t exactly a hot topic in most workplaces. It’s not something that comes up in meetings, and for years, it’s been brushed under the rug. But the truth is, it affects millions of women, and yet so many are left to struggle in silence.
Brain fog, exhaustion, hot flushes in the middle of a presentation, these aren’t just "personal issues." They impact performance, confidence, and well-being. Also, let’s not forget the mental health side of it. Anxiety, mood swings, and low energy can take a huge toll, especially when trying to juggle work, family, and everything else life throws at us.
So, what can workplaces do?
This is where HR really matters. It’s not just about ticking a box or adding a policy; it’s about creating a culture where people feel seen, heard, and supported.
🔹 Check-in, don’t check out – A simple “How are you doing?” can go a long way. Not everyone will want to talk, but knowing someone cares makes a difference.
🔹 Flexibility is key – Some days are harder than others. Giving employees the option to adjust their workload or work from home when needed can ease a lot of stress.
🔹 Education matters – Many people don’t realise how tough menopause can be. Running awareness sessions for managers and teams can help build understanding and empathy.
🔹 Leverage tech to help – HR and ERP systems can track absence patterns, flag when someone might need extra support, and create a safe space for communication.
A HR module in an ERP system can be a game-changer when it comes to providing structured, proactive support. For example, it can help HR teams set up automatic reminders to check in with employees, ensuring no one falls through the cracks. It can also store important resources, track performance trends, and identify when flexible arrangements or additional support may be beneficial. Having clear, data-driven insights means HR can make informed decisions, rather than waiting until an issue escalates. Plus, a centralised HR platform allows employees to confidentially reach out, book one-on-ones, or access mental health resources at their own pace, without feeling like they have to raise their hand in front of the whole team.
At the end of the day, menopause isn’t just a “women’s issue”, it’s a workplace issue. If we truly want inclusive workplaces, we need to make room for real conversations and real support.
No one should feel like they have to suffer in silence. It’s time we start talking.
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Member-created content 5 months ago | From members