Written by Nicki Jennison, Health Coach
Fitness expert Nicki Jennison, founder of Fitness Faster Online Global Training, specialises in guiding women through menopause and training men through mid/late life challenges.
The conversation around menopause in the workplace is finally gaining traction, and it’s about time. Menopause affects a significant portion of the workforce, yet it remains one of the least talked-about topics within corporate health initiatives. For many Australian employers, this is an opportunity to lead the way in creating a supportive, inclusive workplace that helps retain experienced female talent and promotes overall health and well-being. This article explores the impact of menopause on employees, what Australian companies can do to support their teams, and how recent UK legislation might inspire similar actions here. By addressing menopause head-on, employers can demonstrate a commitment to employee well-being, resulting in higher productivity, lower absenteeism, and a more engaged workforce.
Why menopause matters to Australian workplaces
Menopause usually occurs between the ages of 45 and 55, though it can start earlier or later. In Australia, about 18% of the workforce comprises women aged 45–54, many of whom are either entering or in the midst of menopause (Australian Bureau of Statistics, 2023). Symptoms like hot flashes, night sweats, fatigue, mood changes, and difficulty concentrating are common and can affect productivity, performance, and attendance. A 2022 study highlighted that over 60% of Australian women experience symptoms that affect their work, yet fewer than 10% feel comfortable discussing these issues with their employer or requesting accommodations (Monash University and Jean Hailes for Women's Health, 2022).
With Australian corporate culture evolving to focus more on wellness, mental health, and diversity, supporting menopausal employees aligns with these broader goals. Menopause is not just a women’s issue; it’s a workplace issue that requires supportive policies, open dialogue, and a responsive environment.
Learning from UK legislation: A model for Australia
In the United Kingdom, menopause in the workplace has gained significant legislative attention. The UK government recently began recognizing menopause as a condition protected under the Equality Act, making it unlawful to discriminate against employees due to menopause-related symptoms. Additionally, workplaces are encouraged to implement specific menopause-friendly policies, including flexible work options, adjustments to workloads, and accessible mental health resources (UK Government, Women’s Health Strategy for England, 2023).
These changes have spurred many UK companies to introduce menopause awareness and training programs for management. By reducing stigma and educating teams, these programs encourage small workplace adjustments that allow employees to remain fully productive. Although Australia has yet to adopt a similar approach, UK legislation provides a promising framework that could encourage local businesses to be proactive rather than reactive.
How menopause impacts employee health and work performance
While the symptoms of menopause vary widely, they often fall into four categories that affect work:
Physical Symptoms: Hot flashes, joint pain, and migraines can make long workdays uncomfortable.
Cognitive Symptoms: "Brain fog," memory lapses, and difficulty concentrating can impact productivity and confidence.
Emotional Symptoms: Mood swings, anxiety, and irritability affect interactions with colleagues and can undermine morale.
Weight Gain and Lethargy: Hormonal changes during menopause can cause weight gain, reduced muscle mass, and low energy, making daily tasks more challenging. This often leads to reduced stamina and motivation, affecting both work performance and overall health.
If left unsupported, these symptoms can lead to higher absenteeism, reduced productivity, and even early retirement. Studies show that up to 25% of women consider leaving work entirely due to menopause symptoms (CIPD, Menopause and the Workplace, 2022). Creating a menopause-friendly workplace can reduce turnover and build a healthier work environment overall.
Steps Australian employers can take to support menopausal employees
Despite the lack of specific Australian mandates, there are practical steps Australian companies can implement to support employees going through menopause:
1. Establish menopause-friendly policies
Introducing menopause policies that allow for flexible work arrangements and temperature control in office spaces can make a big difference.
2. Menopause awareness and training programs
By offering training to educate all employees—not just women—on menopause, companies foster a culture of understanding, compassion and respect. Managers especially need training on how to discuss menopause-related issues respectfully, as awareness among leadership can reduce stigma and make employees feel safer seeking support.
3. Wellness and health initiatives:
Supportive wellness programs can be incredibly beneficial. Offering access to fitness, mindfulness sessions, nutrition advice, or hormone therapy guidance encourages employees to take charge of their health. Personalised fitness programs focused on strength training and mobility can also help alleviate some of the physical discomforts associated with menopause. This is particularly important as weight gain and muscle loss are common symptoms, and a holistic approach to health will empower employees to take preventive steps.
4. Mental health resources and counselling
Addressing the mental health impacts of menopause is crucial. Ensure access to meditation, breathwork, therapy, or support groups, providing women with a safe space to address symptoms. Many corporate EAPs (Employee Assistance Programs) can incorporate specific menopause support to reduce anxiety and promote well-being. For more on Mental Wellbeing in the workplace view my previous article “Managing Stress and Boosting Focus – Why Employee Wellness Programs are More Important that Ever”.
5. Environmental adjustments
Simple adjustments, such as providing desk fans, air conditioning options, or private spaces to cool down, can make menopausal employees feel much more comfortable. Prioritising a comfortable workspace shows genuine care for employees’ well-being.
The corporate benefits of a menopause-friendly workplace
Supporting menopausal employees isn’t just about retention; it’s about creating a diverse and inclusive workforce. Companies that embrace menopause-friendly policies benefit from the loyalty of employees who feel valued and understood. In industries with higher stress levels and physically demanding roles—such as labour-intensive fields like engineering and construction—companies that implement these policies can also reduce absenteeism and improve safety, as employees experiencing fatigue or discomfort may be at higher risk of injury.
Research shows that workplace flexibility and supportive policies lead to higher employee morale and productivity, ultimately benefiting the company. By demonstrating a proactive stance on menopause, companies can not only reduce health-related costs but also enhance their reputation as inclusive, progressive workplaces.
Let’s build a menopause-friendly workplace together
Australian companies have a unique opportunity to lead the change on menopause support in the workplace. Investing in policies that support employees during this transitional time is an investment in the entire workforce’s health and productivity. By addressing menopause as part of your workplace wellness and inclusivity programs, you’re making a meaningful statement that all employees matter.
If you’re ready to implement menopause-supportive practices in your workplace, I’m here to help. With a specialised focus on corporate health and well-being solutions for those in their 40s and beyond, I provide tailored fitness and health solutions that empower employees to navigate menopause with confidence and vitality. Let’s work together to create a healthier, more supportive environment that will set a new standard for workplaces across Australia. Reach out today to learn how we can bring these solutions to your team and make a real impact on both individual health and organisational success.
Nicki Jennison, Health Coach
Fitness expert Nicki Jennison, founder of Fitness Faster Online Global Training, specialises in guiding women through menopause and training men through mid/late life challenges.
With over 20 years of proven experience, Nicki addresses health, energy, injuries, nutrition, hormones, strength, and weight loss. Beyond her mentoring role for Personal Trainers, Nicki Holds a Diploma in Advanced Personal Training and a Degree in Education. She continuously enhances her expertise in health and fitness through ongoing study, including NLP Life coaching, Rehab Training, and Hormonal Profiling amongst other qualifications.
Setting herself apart with a focus on individualised training, Nicki's practical and evidence-based philosophy extends beyond the gym, considering broader lifestyle factors such as sleep, stress, toxins, and hormones. Tailoring her methods to busy schedules, she delivers exceptional results and crucial support to improve fitness, health, sleep, strength and energy.
