Supporting Menopause at Work: Why It Matters for Your Business | by HR Partner Ryan Recruitment

Menopause support in the workplace crucial for retaining talent and boosting business efficiency, says recruitment specialist

Anne from Ryan Recruitment advocates for open conversations and flexible arrangements to help businesses support women through hormonal transitions affecting up to 40 years of working life.

The risk of ignoring menopause in the workplace

Businesses risk losing valuable talent if they fail to address women experiencing menopause in the workplace, according to Anne, a qualified menopause practitioner working with Ryan Recruitment. Speaking about her dual role in recruitment and menopause support, Anne highlights that one in six women contemplate leaving the workplace due to menopause-related challenges, with one in 12 actually following through on that decision.

"If women aren't feeling supported in the workplace, they're going to leave," Anne explains. "First of all, you've got the hiring cost of replacing that woman. But it's not just that, it's those intangible costs. It's the knowledge that those women are walking out the door with that you can't just train somebody else on."

The wider business impact

The impact extends beyond direct departures. Women experiencing symptoms such as anxiety, sleep disruption, and confidence issues may struggle to perform at their best, and without support, can create indirect costs for businesses. The business case extends beyond retention and increased productivity, to attraction of talent and reputation. Anne points out that from a recruitment perspective, women increasingly seek menopause-friendly employers, while businesses promoting strong health and wellbeing benefits gain competitive advantages in attracting top talent.

A long-term workplace challenge

The symptoms can begin as early as the 30s and continue into the 70s, creating a significant window that affects women throughout their working lives. The experience varies dramatically between individuals, with certain industries — such as service positions or manufacturing — being particularly impacted.

Support doesn’t have to cost much

Despite these challenges, Anne stresses that supporting menopausal employees doesn't require significant financial investment. The cost of inaction far outweighs the minimal expense of simple adjustments or just having an open conversation. Low-cost solutions include adjusted work or shift times, flexible seating arrangements near windows or air conditioning, and ensuring easy access to drinking water.

Leadership matters most

The key to successful implementation is more than integrating into workplace policies — it’s leadership’s commitment to having open conversations and avoiding minimisation. If women are finding it a challenge to raise the topic with managers, Anne suggests providing additional support channels. She has also seen increasing numbers of men actively participating in company-wide conversations:

“Some of the best champions I’ve worked with are men who simply asked, ‘How can I help?’ That humility and curiosity creates trust.”

Examples of successful workplace initiatives

• Organisations running regular menopause meet-ups

• Smaller businesses creating dedicated spaces on internal systems to share wellness resources and practitioner contacts

• Providing a go-to contact like Anne for menopause-related discussions

A vision for the future

Anne’s vision for the future involves menopause becoming “just another part of workplace culture,” normalised in the same way as mental health, with every business — regardless of size — incorporating menopause conversations into their operations.

Thanks for reading

Business Canterbury thanks Anne and Ryan Recruitment for their leadership on this important workplace issue and encourages all Canterbury businesses to consider how they can make menopause support part of their workplace culture. 

Members can also download the full resource here in our resources section, brought to you by Ryan Recruitment.