Menopause and the Workplace

Menopause is a natural stage in life that typically marks the end of periods and reproductive function, caused by a decline in hormone levels. Globally, natural menopause usually occurs between the ages of 45 and 55, with the average age in Ireland being 51. Everyone experiences menopause differently, and each journey is unique.

• Menopause is caused by a decline in circulating levels of oestrogen and progesterone. The transition to menopause can be gradual or abrupt, typically starting with changes in the period cycle. Periods often become less frequent over several months or years before stopping altogether, though in some cases they may cease suddenly. In the years leading up to menopause, periods may also become unusually heavy.
• Early menopause occurs when periods stop before the age of 45. Premature menopause is a type of early menopause, but with an earlier onset (under 40 vs. under 45). Both can happen naturally or because of medical treatments such as surgery or chemotherapy. Both may have similar health effects, including reduced fertility and increased risk of conditions like osteoporosis.
• Perimenopause is the transitional phase before menopause, during which the ovaries gradually begin to produce less oestrogen. It typically starts in the 40s but can begin in the 30s for some. Symptoms can start 7–10 years before the final period and continue for approximately four years afterwards. However, around 1 in 10 may experience symptoms for up to 12 years.

The hormonal changes associated with menopause can affect physical, emotional, mental and social well-being. The symptoms experienced during and following the menopausal transition vary substantially from person to person. Some have few if any symptoms. For others, symptoms can be severe and affect daily activities and quality of life. Some can experience symptoms for several years. Body composition and cardiovascular risk can also be affected. Loss of bone density at menopause is a significant contributor to higher rates of osteoporosis and fractures.

The menopause can often coincide with significant life changes, such as caregiving responsibilities, illness, bereavement, relationship breakdown, or financial concerns, which can worsen symptoms. It can be a struggle to distinguish between menopause symptoms and other health issues or life stressors. Menopause occurs against the backdrop of daily life, making it challenging to pinpoint the cause of fatigue, illness, and discomfort.

Employers are legally required to assess risks to the safety, health, and welfare of employees and to maintain a written record of this assessment.

When conducting workplace risk assessments, employers should identify potential physical and psychosocial hazards that may worsen menopausal symptoms - such as temperature extremes, poor ventilation, unsuitable uniforms, or lack of access to toilet facilities and drinking water.

These assessments should also consider psychosocial risks, as symptoms like fatigue, poor concentration, and low mood can affect psychological wellbeing.

While menopause is not an illness, its symptoms can significantly impact performance and comfort.

As far as is reasonably practicable, employers should implement control measures to reduce these risks - such as improving ventilation, offering cold water, reviewing uniform policies to ensure breathable fabrics and removable layers, providing manager training such as arranging check-ins, and making adjustments for employees with severe symptoms to support continued participation at work.

Menopause in and of itself, is not an illness. However, some of the symptoms of menopause can create health issues and/or illnesses for some women. A women experiencing menopausal symptoms should always discuss their symptoms and treatment with their General Practitioner (GP).

There are over many recognised symptoms of menopause. The severity and duration of the symptoms can vary significantly between women. Below are some common menopausal symptoms and practical examples of how each can impact employees in the workplace.

Please note that any of the symptoms could be a sign of other underlying health conditions and the employee should always consult with their general practitioner (GP) for further advice and diagnosis. It is also important to recognise the overlap between menopause and mental health, as increased anxiety is one of the most significant disruptors for menopausal women in the workplace.

The types of adjustments detailed above are not intended to be an exhaustive list and it is open to employers to consider offering additional adjustments taking account of their own organisational and business needs.

Under the Safety, Health and Welfare at Work Act 2005 employers have a duty to ensure, so far as reasonably practicable, the safety, health and welfare of their employees. Section 19 of the Health, Safety and Welfare at Work Act 2005, requires employers to assess the risks to safety and health in the workplace presented by workplace hazards. Menopause itself is not considered a hazard under health and safety legislation; however, the symptoms of menopause can impact safety, health and welfare in the workplace. Therefore, employers should ensure that any risks associated with the symptoms of menopause are mitigated through the workplace risk assessment and appropriate control measures, as far as reasonably practicable.

Under the Irish Employment Equality Act 1998 and as amended, discrimination in the workplace based on age, gender, or disability is prohibited. Menopausal symptoms like chronic joint pain or hot flushes may be considered a disability if the symptoms significantly impair an employee’s ability to perform work tasks. Under this Act, employers are obliged to take appropriate measures - known as reasonable accommodation, unless the costs of doing so are disproportionate.

The participation rate of women in the Irish workforce is approximately 60%. As a result, menopausal women represent one of the fastest-growing demographics in the workforce. Census data shows an increase in the number of female workers aged 45-64, the age range during which menopause commonly occurs. A significant portion of these employees may be experiencing menopausal symptoms. It is recognised at the EU level that Menopause in the workplace can impact women’s labour market participation, well-being at work and potential discrimination.

One in two (55%) women experiencing perimenopause or menopause describe it as a negative experience.

The relationship between health and work is complex and bidirectional. Poor physical and mental health may impact the ability to perform in the workplace, and in turn, poor work practices or working conditions may have negative impacts on both physical and mental health.

Only one in five (23%) women in menopause say they would be happy to talk about it to their manager at work.

Menopause itself is not a workplace hazard; however, menopausal symptoms can affect health, safety, and welfare of employees at work. Employers must consider how these symptoms may impact work conditions. The following section outlines employers’ duties to ensure a safe and healthy work environment.

Awareness and communication        

• Everyone has a role to play as menopause is not solely a woman’s issue.
• Employees should be aware of menopausal symptoms and seek early advice from a GP and, where available, engage with Employee Assistance Programmes (EAP) and Occupational Health (OH) services before symptoms become severe.
• Employers should offer support through Employee Assistance Programmes (EAP) and Occupational Health (OH), accommodate medical appointments, and foster a positive, confidential environment for discussing women’s health.

Design of Work

• Raise awareness through staff and employer training about how menopause can affect employees.
• Reasonable adjustments may include flexible hours, shift changes, or later start times, especially if sleep is disrupted.
• Where possible, allow employees to adjust tasks or remain on a single task during difficult days.
• Temporary changes to work allocation, made in consultation with the employee, can help keep workloads manageable.
• Even small adjustments can make a meaningful difference

Design of the Physical Work Environment

• Adjust temperature and ventilation where possible to support comfort during hot flushes – simple steps like providing a desk fan, moving a workstation near a window, or avoiding heat sources can help.
• Access to a quiet room for short or unscheduled breaks may also be beneficial.
• Using technology – like phone reminders, calendars, or note-taking – can help manage symptoms such as brain fog.