With nearly 5 million women aged 50+ now in the UK workforce and many more in their 40s entering perimenopause, this is not a niche issue. As Angela explained, “We’re talking about millions of women in transition – all potentially experiencing menopause symptoms while dealing with the stress of restructure or redundancy.”
Why Awareness of Menopause in the Workplace Matters
For Angela, redundancy isn’t just a process; it’s a human experience that intersects deeply with women’s health and wellbeing. “Organisations really need to understand how menopause impacts women – especially during stressful times like restructuring,” she said.
While awareness of menopause in the workplace has improved in recent years, many organisations still shy away from discussing it. The first step, Angela argues, is simply to listen – to women and to the men who often have partners or colleagues going through the same thing. “This isn’t just about women. It affects everyone in the workplace.”
Creating a Safe and Supportive Culture
Before policies or training come into play, culture is everything. “Do people feel safe to talk about personal issues at work?” Angela asked. “Because in so many places, that’s still not happening.”
That sense of safety begins with trust. Whether through a trusted HR contact, a menopause champion or informal “lunch and learn” sessions, the goal is to normalise the conversation around supporting menopause in the workplace. For smaller organisations or those with few women, one-to-one support may be enough. For others, more visible initiatives, like policies or awareness campaigns, may be appropriate.
The key, she said, is not a “sheep dip” approach. “Understand who’s in your organisation, ask what they need and really listen to what they tell you.”
What Line Managers Need to Notice
For line managers, supporting menopausal women during redundancy starts with noticing subtle shifts in behaviour, energy or performance.
Angela encourages managers to look beyond assumptions: “She might have gone quieter in meetings or started arriving later. Those small changes can be signs she’s struggling. Not because she’s disengaged but because her body is going through something.”
Open questions make all the difference. Rather than asking directly about menopause, try: “I’ve noticed you don’t seem yourself lately. Is there anything you need from me?”
“It’s about opening a door, not forcing a conversation,” Angela said. “That one question can completely transform how a woman feels at work.”
Recognising Menopause Symptoms in the Workplace
Menopause symptoms go far beyond hot flushes. Psychological effects – anxiety, brain fog and loss of confidence – often show up first. “If you suddenly notice dips in confidence or performance or she’s forgetting things she never used to, it could be menopause-related,” Angela explained.
This matters particularly in selection or performance-based redundancy processes, where changes in concentration or confidence could be misinterpreted. HR professionals should help ensure that performance issues linked to menopause aren’t unfairly used as criteria for redundancy.
Practical Workplace Adjustments that Support Menopause in the Workplace
Angela shared simple, low-cost ways employers can make workplaces more menopause-friendly – from ensuring women’s toilets are well stocked and private to offering fans, better ventilation or flexible start times for those struggling with poor sleep or hot flushes.
Some organisations even place a “shared cardigan” in the bathroom, a small gesture offering dignity to women caught out by unpredictable symptoms. “These small things show you’ve thought about what women actually need,” she said.
These practical steps are small but powerful examples of supporting menopause in the workplace, demonstrating care, foresight and inclusion.
The Role of HR: Creating Safe Spaces
Angela believes HR plays a pivotal role in setting the tone. “If HR teams can model openness – if someone in HR says, ‘I’m going through this too’ – that can change everything.”
Confidentiality and trust are essential. Women are far more likely to seek support if they know conversations will be handled sensitively. HR can also help leaders understand why menopause in the workplace matters, ensuring meeting environments and consultation spaces are inclusive. Something as simple as a cooler room or allowing breaks can make a huge difference.
Practical Menopause Support During Redundancy Consultations
When menopause overlaps with redundancy discussions, flexibility is key. Angela suggests small adjustments, like offering meeting notes in writing, scheduling breaks or allowing remote attendance if needed. “These aren’t big asks,” she said, “but they make women feel seen, supported and respected.”
She also highlighted the importance of early, proactive conversations: “If you’ve already built that culture of openness, those difficult redundancy conversations become a lot easier.”
Top Tips for HR Leaders
Angela’s closing advice for HR professionals supporting women through redundancy and menopause:
- Start small but start now. Use free resources like menopausesupport.co.uk to raise awareness and start conversations.
- Listen and adapt. Tailor your approach to your workforce – one size doesn’t fit all.
- Champion flexibility. Small adjustments cost little but mean everything.
- Lead by example. If HR and leaders talk about it, others will feel safe to do the same.
As Angela put it: “Women aren’t asking for the earth. They just want to be heard and supported.”
Final Thoughts
Supporting menopause in the workplace is not a “nice-to-have”. It’s essential to creating fair, inclusive and compassionate environments. And when that overlaps with redundancy or restructure, the stakes are even higher.
When HR professionals lead with empathy, flexibility and awareness, they show what true people leadership looks like. Supporting women through menopause and redundancy isn’t just the right thing to do – it’s smart, ethical and good for business.
Listen to the full conversation with Angela Wilkins-Green on the Redundancy Matters podcast.
Angela Wilkins-Green is an executive coach and menopause consultant, specialising in supporting women in senior leadership roles as they navigate perimenopause and menopause while managing their careers.
You can connect with Angela on LinkedIn or visit her website at Green Path Coaching to learn more about her work supporting women and organisations to thrive through menopause and beyond.
Discover more content like this in our Redundancy Matters podcast, or wherever you listen to your podcasts.
If you’d like to keep in touch to receive regular content on Redundancy, Outplacement, and to be notified when our podcast episodes land you can join our mailing list.
And if you want to find out more about our services you can get in touch to discuss how we could support you with our Outplacement Support Services.