Hire with TOG
Looking for a role
Back to blog
Blog Human Resources

Supporting Employees Going Through Menopause

4 September 2026

Supporting Employees Going Through Menopause

​Menopause is a natural stage in a woman’s life, typically occurring in her late 40s or early 50s. While it’s a normal part of aging, menopause can bring about physical and emotional challenges that impact an employee’s well-being and productivity. As an employer, it’s crucial to create a supportive workplace environment for employees going through menopause. In this blog, we’ll explore how to support your employees during this life transition.

Raise Awareness

The first step in supporting employees going through menopause is to raise awareness about this topic in the workplace. Many people, including women themselves, may not fully understand menopause or its potential effects on work performance and wellbeing. Consider offering educational resources, workshops, or seminars to help employees and managers gain a better understanding of menopause. You could also consider inviting anyone interested in the topic out for a work lunch. Outside of their working environment, they might feel more comfortable discussing the topic, sharing experiences and supporting each other.

Encourage Open Communication

Create an environment where employees feel comfortable discussing their menopause-related concerns. Encourage open and confidential conversations with managers or the HR function. Make sure employees know that their experiences are valued and that you’re willing to accommodate their needs.

Flexible Work Arrangements

One of the most effective ways to support employees going through menopause is by offering flexible work arrangements. Menopausal symptoms can vary widely, including hot flushes, mood swings, and fatigue. Allowing employees to adjust their work schedules, take short breaks when needed, or work from home can make a significant difference in their comfort and productivity.

Temperature Control

Hot flushes are a common symptom of menopause and can be especially challenging in a workplace environment. Ensure that the office temperature is adjustable, allowing employees to manage their comfort levels. Providing fans or allowing personal desk fans can also help alleviate hot flush-related discomfort. Flexible dress codes that allow for lighter clothing can also be helpful during hot flushes.

Encourage Wellbeing

Promote wellbeing practices in the workplace, such as stress-reduction techniques and healthy lifestyle choices. Encourage employees to take regular breaks, practice mindfulness, and maintain a balanced diet and exercise routine, as these can help mitigate some menopause-related symptoms.

Employee Assistance Programs (EAPs)

Consider offering Employee Assistance Programs that provide access to counselling and support services. These programs can help employees navigate the emotional challenges that may arise during menopause.

Supportive Policies

Review and update workplace policies to ensure they are inclusive and supportive of employees going through menopause. This includes policies related to sick leave, dress codes, flexible work arrangements, etc.

Empower Managers

Train managers and supervisors to recognise the signs of menopause-related challenges and to respond with empathy and support. Encourage them to engage in constructive conversations with employees and assist in finding suitable solutions.

Normalise Menopause

Work to create an environment where menopause is normalised and destigmatised. This can help employees feel less isolated and more comfortable discussing their experiences with colleagues and superiors.

Supporting employees going through menopause is not just a matter of compassion; it’s a smart business move. By providing the necessary support and changes, you can help retain valuable talent, boost employee morale, and create a more inclusive and productive workplace.

Menopause is a natural part of life, and with the right support, employees can continue to thrive in their careers during this transition.

```html
THE ONE GROUP

Where we're from,
and how we got here

Twenty years of specialist recruitment in the East – and a lot of small decisions that added up.

TOG started in Peterborough in 2004 with a small team and a simple idea: that recruitment is a people business, done best by specialists who stay in their sector long enough to know it properly.

More than two decades on, we've grown into four offices across the East of England and Home Counties. We recruit for finance leaders, HR directors, engineering managers, tech founders, scientists, and the commercial teams that keep businesses running day to day. Between us, we've built up over 258 years of collective recruitment experience across our specialist divisions, and a network of more than 150,000 candidates we've placed, coached, or come to know across two decades in the region.

The founding principle hasn't changed. Recruitment as it should be.

OUR STORY

Key events timeline

2004

Doors open in Peterborough.

Our first office launches with a team of six on Lynch Wood. Cambridge follows the same year, giving us two offices before our first anniversary.

2015

Northampton makes it three.

Our third office opens with a team of five, quickly growing to eleven consultants covering the wider Midlands region.

2017

Peterborough moves across the road.

The team has outgrown the founding office. We move into Arena House on Lynch Wood, big enough for a growing consultant base and the back-office team that supports the whole group.

2018

Cambridge moves too.

Our second office relocates to Cambourne Business Park, giving the growing Cambridge team the space it now needs.

2023

Four offices, three counties, one very good year.

The Hertfordshire & Essex office opens in Potters Bar, extending our footprint into the Home Counties.

In the same year, we're named Business of the Year in Northamptonshire, and Employer of the Year in both Cambridgeshire and Hertfordshire at the regional SME Business Awards. Three counties, three panels.

TODAY

Still growing.

Four offices, more than 258 years of collective recruitment experience across our specialist divisions, and a network of over 150,000 candidates.

Same founding principle.

SPECIALISTS BY DESIGN

What we do

We're specialists, not generalists. Every consultant at TOG focuses on one sector and stays in it. Not because it's the only way to do recruitment, but because it's how you build the depth to spot the difference between a strong CV and a strong hire.

It's also why so many of our clients come back to us years, even decades, after a first placement.

01
Accountancy & Finance
→
 02
Human Resources
→
 03
Commercial Office
Administration, customer service, project management and more
→
 04
Technology
→
 05
Engineering & Manufacturing
→
 06
Scientific
→
 07
Sales, Marketing & Creative
→
 08
Executive Search
Across all of the above
→

Beyond the recruitment itself, we produce annual salary guides, regional market reports, and the practical resources our clients and candidates turn to when they want a clearer view of what's happening in their sector.

THE WAY WE WORK

How we work

Four principles show up in every conversation and every process.
01

Be curious.

We stay interested in the market we work in, and in the people who work in it.

02

Keep it human.

We remember your kids' names and know how you take your coffee. That's just how we work here.

03

Make a difference.

We're here to help people build careers they love and businesses they're proud of.

04

Enjoy the ride.

Recruitment is a career, but it should be fun too. If it isn't, we've done something wrong.

WHAT COMES NEXT?

Recruitment
as it should be.

Hire with TOG → Looking for a role →
```