At Baltimore Consulting, we believe that real change starts with education, but it doesn’t end there. Following our recent menopause training delivered by external Menopause and Leadership Coach, Dannii Mathers, we’ve deepened our understanding of the challenges faced by menopausal employees and the urgent need for proactive support.
The reality is stark: approximately 35,000 people aged 30–45 in the UK are living with undiagnosed menopausal symptoms, often dismissed or misdiagnosed due to age-related stigma.
While the average age of menopause is 51, perimenopause can begin up to 12 years earlier, meaning a significant portion of the workforce may be silently struggling. Symptoms like insomnia, fatigue, anxiety, memory loss, and loss of confidence can severely impact performance, wellbeing, and career progression.
Despite this, only 12% of affected individuals seek workplace adjustments, with many fearing negative reactions from employers. This silence can lead to the loss of experienced, talented professionals not because they’re incapable, but because they’re unsupported.
We’re committed to changing that.
Our leadership team has undergone specialist training with Henpicked to ensure we’re equipped to recognise, support, and signpost menopause-related challenges across our workforce. We’re working to embed inclusive policies, foster open conversations, and remove the stigma that still surrounds menopause in professional environments.
Practical Workplace Adjustments That Make a Real Difference
Supporting menopausal employees doesn’t require sweeping changes; small, thoughtful adjustments can have a big impact. Here are some practical steps employers can take:
- Flexible working hours to accommodate fatigue, insomnia, or medical appointments.
- Access to quiet, cool spaces to manage hot flushes or sensory overwhelm.
- Improved ventilation and temperature control in workspaces.
- Menopause-friendly uniforms or relaxed dress codes.
- Training for managers to recognise symptoms and respond with empathy.
- Clear signposting to internal and external support resources, including mental health services.
- Open forums or support groups to encourage peer connection and reduce isolation.
- Review of absence policies to ensure they don’t penalise menopause-related health issues.
Menopause is not a niche issue. It’s a workplace wellbeing issue.
Let’s keep pushing forward.
