Back in August, I shared five practical steps to help businesses in Wrexham start their journey towards becoming menopause friendly. Many of you told me those tips were easy to action and sparked great conversations in your teams.
But here’s the truth: making small changes in October or running one awareness session is just the beginning. For menopause support to really make a difference, it needs to be part of workplace culture all year round.
Why This Matters for Your Business
Menopause symptoms can last for five to ten years, far longer than an awareness month. Without continued support, silence and stigma often creep back in, leaving staff feeling overlooked and isolated. This can lead to dips in performance, lower morale and, in some cases, talented employees choosing to leave their roles altogether.
On the flip side, organisations that embed menopause support report higher retention, stronger loyalty and reduced absence. A menopause-friendly workplace isn’t just good for staff, it makes solid business sense.
So how do you embed menopause support beyond awareness campaigns?
- Move from events to everyday
Awareness sessions are powerful, but culture shifts when menopause becomes part of everyday wellbeing. Include updates in staff newsletters, feature it in wellbeing check-ins, or add it to your health and safety conversations. When staff see menopause mentioned regularly, it sends the message that support isn’t a one-off gesture.
- Keep managers equipped
After initial training, follow-up is essential. Confidence fades without practice. Short refresher workshops, drop-in Q&As or even monthly “champion” meetings can help managers stay up to date. When leaders feel confident, they’re more likely to handle sensitive conversations with care and consistency.
- Refresh your policies regularly
If you introduced a menopause policy after reading my last article – fantastic! But policies shouldn’t sit in a drawer. Revisit them each year, ask staff for feedback, and adjust as needs evolve. For smaller businesses without formal HR teams, even a short statement of intent (updated annually) shows commitment.
- Keep the conversation visible
It’s easy for enthusiasm to fade once October passes. Keep menopause on your wellbeing calendar all year round. Highlight success stories, celebrate small wins, and encourage staff to share experiences. This visibility matters: it shows your commitment is genuine and ongoing.
- Recognise progress and celebrate champions
Spotlight managers, HR teams or colleagues who are making a difference. Recognition motivates others and builds momentum. Creating a culture of support is more than policies. It’s about people leading by example and showing compassion in everyday interactions.
What Your Business Gains
By embedding menopause support into workplace culture, employers can stand out as leaders in inclusion. This not only helps retain skilled staff but also aligns with the expectations of the new Employment Rights Bill, which places a stronger focus on employee wellbeing and accountability.
Final thought
October is a great spark, but November is where the real change happens. By keeping menopause on the agenda every month, businesses can create workplaces where staff feel seen, supported, and ready to thrive – all year, every year!
You can email Liz at liz@lizrowlandscoaching.co.uk.
Featured image by Engin Akyurt on Unsplash.
We hope you enjoyed reading ‘Keeping Menopause on the Agenda’. Click here for more of our articles about well-being and mental health.
Author: Liz Rowlands
Menopause, Neurodiversity and Workplace Wellness Trainer Specialist
