How can workplaces support women through menopause?

Vicky Di Ciacca, 18th December 2025

Most managers want to do the right thing, but when it comes to menopause, they often don’t know where to start.

It’s not because they don’t care. It’s because they’ve never been trained to have these conversations.

Policies might exist in HR folders, but culture lives in teams, and the people shaping that culture every day, through tone, empathy, and example are line managers. So, when it comes to menopause, their confidence and understanding make all the difference.

Meet Mark

Mark is a composite story drawn from my coaching and research (plus there is a lot of me in Mark!)

He’s 47, an operations manager leading a team of 20 most of whom are women. He’s proud of his leadership style: approachable, fair, and supportive. But lately, he’s been unsure of himself. One team member calls in sick, explaining she’s had night sweats, no sleep, and can’t face the commute. Another, just 28, has returned after breast cancer treatment and is managing an early, medically induced menopause. Mark listens, sympathises, rearranges workloads, but he worries.
He doesn’t know what to say, what’s appropriate to ask, or even whether menopause counts as an illness on HR systems.

He wants to get it right but he’s never been shown how.

The good news: empathy is the starting point

What I love about Mark’s story is that he already has the most important leadership quality empathy. Supporting someone through menopause doesn’t mean having all the answers. It means:

Listening without judgement. Sometimes just being heard can reduce shame and isolation.
Offering flexibility. Adjusting working hours, environments, or expectations temporarily can have an enormous impact.
Normalising the conversation. Saying “It’s okay to talk about this” helps dismantle the silence that keeps people struggling alone.

You don’t have to fix it. You just have to make space for it.

How managers can make a real difference

From years of leading teams and working in organisational development, I’ve seen that small, human actions often make the biggest impact.

Here are five evidence-based steps that help:

1. Learn the basics

Understand what menopause is, how symptoms can vary, and how they may affect work.
The CIPD’s guide for people managers is an excellent starting point.

2. Create psychological safety

Make it clear that health and wellbeing, including menopause, are legitimate topics for discussion.
As a leader, the tone you set signals what’s acceptable.

3. Focus on outcomes, not presenteeism

Flexible working, micro-breaks, or hybrid options can all support performance without reducing expectations.

4. Be aware of bias

Unconscious bias can show up in subtle ways assuming someone is “past it” or “not coping” because of age or symptoms.
Challenge those assumptions in yourself and others.

5. Partner with HR and wellbeing teams

Managers don’t have to go it alone. Use internal policies, Employee Assistance Programmes, or external training from accredited providers such as Henpicked Menopause Friendly.

Beyond policy — towards culture

The goal isn’t to turn every manager into a menopause expert. It’s to build a culture where empathy, trust, and flexibility are the norm.

When managers lead with curiosity instead of fear, they create space for honesty and that honesty keeps talent in the organisation.

Because this isn’t just about symptoms. It’s about retaining experienced leaders who are at their professional peak but too often pushed out by silence or stigma.

For further exploration

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What women talk about, voices from the workplace

Vicky Di Ciacca, 3rd December 2025

When I first began exploring menopause and leadership, I didn’t start with theory, I started listening to women's stories.

Stories are more than meaning-making, they’re the gateway to being heard. In leadership, especially for women who have spent too long talked over, tuned out, or simply not believed, storytelling can open the floodgates. It turns experience into truth that can’t be ignored, giving shape, emotion and momentum to what might otherwise be dismissed as just another opinion. From the myths and fairy tales that carried wisdom through generations, to the boardrooms and movements today where women are finally reclaiming narrative space; stories give us permission to lead out loud, to shift perspectives, and to change systems that were never built to listen to us in the first place.

In my conversations with women across sectors (from senior executives to entrepreneurs, public sector leaders to charity trustees) a consistent theme emerged: silence.

Not because they didn’t have anything to say, but because they’d never been asked. When I did ask, the floodgates opened.

"I thought it was just me"

One woman described sitting in a board meeting, mid-presentation, when her mind went completely blank.
“I could see the slide, I knew the data, but the words just wouldn’t come. I felt humiliated.”

For weeks afterwards, she questioned her competence. She considered stepping down from her leadership role. It wasn’t until months later, after speaking to her GP with worries about early dementia, that she realised she was in perimenopause.

Her relief was mixed with anger. “Why did no one tell us this could happen? I’ve had leadership training, management training, diversity training, but never this.”

"I didn't want to be the difficult one"

Another woman told me how she’d struggled with fatigue, having to hide in the toilets to shut her eyes for 10 minutes, hiding her symptoms from everyone else. “I didn’t want to make a fuss,” she said. “I was terrified they’d think I couldn’t handle the pressure anymore.”

She was leading a team of 200 people and yet couldn’t bring herself to ask for flexibility or even explain what was going on. “I’d fought so hard to be seen as strong and capable,” she said quietly. “I didn’t want this to be the thing that undid it.”

Those words strong and capable came up again and again. Strength and capability, for many women, had become synonymous with silence.

“My manager just said, ‘Take the time you need."

But there were bright spots, too. One senior leader told me about the difference a single conversation made. When she confided in her (male) manager about struggling with anxiety and sleep disruption, he simply said:
“Take the time you need and tell me what would help.”

No awkwardness. No pity. Just trust and flexibility. She said that moment changed everything.

"I didn't need weeks off, I just needed to know I was safe to be honest. Someone who knew I was still capable, that this was a change in my hormone levels not a change in who I am".

Common threads

Across all the stories, three things stood out:

Isolation: Women often felt they were the only one struggling, even in female-dominated workplaces.
Fear: Fear of being judged, seen as less capable, or losing opportunities.
Relief: Relief when they realised what was happening, and that they weren’t alone.

And underpinning it all was a sense that the system, the structures of work, leadership, and policy simply hadn’t caught up.

The cost of silence and the power of openness

What strikes me most is how little it takes to make a difference. A manager who listens. A colleague who shares her story. A policy that signals care, not bureaucracy.

When women feel safe to talk, something shifts.

They stop second-guessing. They reconnect with their confidence. They lead again not despite menopause, but through it.

This isn’t about sympathy. It’s about understanding that leadership isn’t linear and that supporting women through menopause strengthens organisations, teams, and culture.

Further reading

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Why menopause matters at work; it's not just a women's issue

Vicky Di Ciacca, 27/10/2025

A leadership issue hiding in plain sight

For years, menopause has been treated as a private matter, something to manage quietly, away from professional life. But the truth is: menopause is a workplace and leadership issue.

It affects half the workforce, often during their most experienced, influential years. It influences confidence, energy, and decision-making. And it can silently shape who stays, who leaves, and who steps up into leadership.

When organisations fail to understand menopause, they don’t just fail women, they risk losing capability, continuity, and culture.

The data we can’t ignore

In the UK, 3 in 5 menopausal women say it negatively affects them at work, and 1 in 10 have left their jobs as a result.
(CIPD, 2023)
Women aged 45–55 are the fastest-growing demographic in the workforce yet one of the least supported.
Research by the Fawcett Society found that 44% of women said their ability to work was affected by symptoms, while 80% said their employer had no policies or support in place.

These aren’t marginal numbers. They point to a systemic gap a disconnect between how organisations value midlife women’s leadership potential and how they support them through one of the most predictable life transitions. And I think this is key – it is entirely predictable.

A perfect storm for leadership loss

Menopause often coincides with a critical career stage when women are at, or approaching, senior leadership.

It’s also when many carry significant responsibilities outside work: caring for older relatives, supporting teenage children, managing complex home dynamics.

Layer on unpredictable symptoms such as disrupted sleep, anxiety, or brain fog and even the most accomplished leaders can start to question themselves.

Not because they’ve lost capability, but because the system isn’t designed with them in mind.

Why this matters for organisations

When we think about menopause purely as a “health” or “HR” issue, we miss the strategic impact.

This is about:

Retention: Keeping experienced, high-performing women who drive institutional knowledge and culture.
Representation: Ensuring women progress into executive and board roles rather than quietly stepping back.
Reputation: Demonstrating that inclusion doesn’t end with maternity it extends across the entire career lifecycle.

Put simply, menopause is a leadership pipeline issue. And ignoring it comes at a real organisational cost.

The role of leadership culture

The most supportive workplaces aren’t necessarily the ones with glossy policies they’re the ones with open conversations. Many of the conversations I have are about going beyond policy.

When leaders normalise menopause by asking, listening, and learning, they send a powerful signal that empathy and professionalism can coexist.

I’ve seen this play out on both sides: women who rediscover their confidence because a manager asked one simple question, and male leaders who say learning about menopause changed how they lead altogether.

Creating a culture of understanding doesn’t dilute performance. It enables it.

It’s not just a women’s issue

This is the heart of it. Menopause affects teams, performance, and leadership continuity which means it affects everyone. Men need to be part of this conversation as colleagues, managers, partners, and allies. When they are, the workplace becomes more psychologically safe for everyone, not just women in midlife. Because a culture that can talk about menopause can probably talk about anything.

Further reading

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What I have learned from talking about the menopause at work

Vicky Di Ciacca, 22/10/2025

For a while, menopause at work has been a bit of a side interest for me — but over the past few weeks, it’s taken centre stage.

I’ve had the opportunity to speak at three brilliant events focused on menopause in the workplace, two organised by Women in Banking & Finance UK with Moody’s UK and Atrium and Citizens Advice Scotland.

Each one has sparked such thoughtful, honest conversations - from menstrual health to menopause and leadership, which is where my real passion lies.

What’s really stayed with me is how engaged people have been, and how much I’ve learned from the incredible panelists and audiences I’ve shared these sessions with.

With World Menopause Day on the 18th, it’s been a good reminder that while awareness days help shine a light, this is something that matters every day for individuals, teams, and workplaces that want to truly support women’s wellbeing and leadership.

And it's great to have this new website. It’s still a work in progress, but it’s lovely to have a space to bring together some of what I’m working on.

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The truth about menopause - it's not just hot flushes

Vicky Di Ciacca 20/10/2025

Why definitions matter

If there’s one thing I’ve learned from years of research and coaching, it’s that most people, including many women, don’t fully understand what menopause actually is.

And that’s not surprising. We don’t learn about it at school. We rarely talk about it at work. And for years, the cultural shorthand has been: “hot flushes and mood swings.”

But menopause is far more complex than that. It’s a biological transition that affects almost every system in the body, often over several years. And while it’s universal for people who menstruate, the experience is highly individual.

Getting clear on the facts isn’t just about biology, it’s about empowerment. Because when we understand what’s happening, we can respond with confidence, not confusion. I’ll talk about women’s experiences, but I also wanted to acknowledge that trans and non-binary people will also experience menopausal symptoms as well.

The three stages of the menopause transition

The term “menopause” is often used as a catch-all, but in reality, it’s just one point in a much longer transition.

Here’s how it actually works:

Perimenopause —> the lead-up.
This is the time when hormone levels (oestrogen, progesterone, and testosterone) begin to fluctuate. It can last anywhere from a couple of years to almost a decade. For many women, symptoms start here — sometimes as early as their late 30s or early 40s.
Menopause —> the milestone.
Technically, menopause is defined as the point when a woman has gone 12 consecutive months without a period. But here’s the catch - you only know you’ve reached menopause after it’s happened.
Post-menopause —> the long-term phase.
This is everything after that 12-month mark. Hormone levels stabilise at lower levels, and while some symptoms fade, others can continue or appear in different forms.

The average age for menopause in the UK is 51, but the range is broad. Early menopause (before 45) or even premature menopause (before 40) affects thousands of women, naturally or as a result of medical treatment.

More than 40 symptoms — and counting

We often hear about hot flushes and night sweats, but research now recognises over 35–40 potential symptoms and they’re not just physical.

Here are some of the most common:

Psychological and cognitive:

Brain fog and memory lapses
Difficulty concentrating
Anxiety and irritability
Low mood or loss of confidence

Physical:

Hot flushes and night sweats
Sleep disturbance
Joint pain or muscle stiffness
Weight gain or body composition changes
Fatigue, palpitations, or dizziness

Lesser-known:

Facial hair growth or skin changes
Digestive issues or bloating
Bladder changes or increased frequency
Loss of fat in the balls of the feet (yes, really)

Every woman’s experience is different: some sail through with mild symptoms; while others find the impact significant enough to reshape how they work, think, and lead.

Why psychological symptoms matter most at work

In workplace conversations, we tend to focus on the physical- the flushes, the temperature control, the sleepless nights. But for many professional women, it’s the cognitive and emotional symptoms that cause the greatest challenge.

Imagine sitting in a senior leadership meeting and forgetting the word you were about to say. Or rereading the same paragraph three times before it sinks in. For women who’ve built careers on clarity and confidence, these moments can quietly erode self-belief.

But these symptoms are temporary and manageable. They don’t mean capability has declined only that the body and brain are adapting. With awareness and the right support, women can absolutely continue to perform, lead, and thrive.

Reframing the narrative

One of the most damaging myths about menopause is that it signals decline.
In truth, it’s simply a transition and one that can also bring wisdom, perspective, and a renewed sense of purpose.

If we can shift the conversation from stigma to understanding, from silence to support, we unlock not just wellbeing, but leadership potential.

Menopause is universal for women who menstruate and every journey is unique.

Further reading

Next in this series: Why Menopause Matters at Work – It’s Not Just a Women’s Issue

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Why I'm changing the conversation around menopause and leadership

Vicky Di Ciacca, 16/10/2025

A personal and professional crossroads

Over the course of my career, I’ve led large-scale organisational transformations, founded a successful consultancy, chaired charity boards, and studied the psychology of leadership. But one of the most powerful turning points in my professional life came not in a boardroom or classroom — but in my own body.

In my late thirties, just after having a baby, I began experiencing symptoms I couldn’t quite explain. My confidence wavered. My brain felt foggy in meetings where I’d once thrived. I experienced waves of anxiety that seemed to appear out of nowhere. And the hot flushes — I’ll never forget having to stop on the way to a client meeting to buy new trousers because the heat had been so intense.

At the time, I didn’t connect any of it to menopause. Conversations about it simply didn’t happen — not at work, not even with friends. I just pushed through, assuming it was stress or exhaustion. It was only much later that I realised: I was experiencing perimenopause.

The cost of silence

That silence is what started me on this journey.

Years ago, I had a colleague who was struggling — her concentration was off, her confidence shaken. She eventually left for a less demanding role. I remember her telling me how she “just couldn’t keep up anymore.”

At the time, I didn’t share my own experience. I didn’t make the connection that what she was feeling might also be menopause-related. I often think about that now. Would it have helped her to know she wasn’t alone? Could an honest conversation have changed her decision?

We’ll never know. But I suspect that story plays out in countless organisations every year. Talented women, often at the height of their capability, quietly stepping away from leadership paths because they can’t make sense of what’s happening to them — and because workplaces aren’t yet set up to help them navigate it.

Connecting leadership and menopause

This is where my academic and professional interests began to intersect.

During my MSc in Business Psychology, my research focused on the connection between menopause and leadership — specifically, how this transition influences women’s ambition, confidence, and identity at work. I call this the “menopause, ambition and leadership gap.”

In many ways, the timing is cruel. Women’s leadership capability — their experience, influence, and confidence — often peaks in their 40s and 50s. Yet, for many, this coincides with the most intense stage of menopause symptoms. The overlap can create a period of real vulnerability — not because capability declines, but because self-belief and energy can fluctuate.

And if workplaces don’t recognise that, they risk losing experienced leaders at exactly the point they have the most to contribute.

Why this matters — to all of us

This isn’t just about women’s health. It’s about leadership, retention, and culture.

When we treat menopause as a private issue rather than a professional one, we lose talent. We narrow leadership pipelines. We send the implicit message that midlife women must choose between wellbeing and ambition.

But when organisations support this transition with openness, flexibility, and respect, something different happens: confidence returns, ambition revives, and leadership deepens.

That’s why I’m focused on changing the conversation — helping women lead through menopause, and helping organisations understand that this isn’t a “pause” at all, but a transition that can lead to powerful evolution.

A new kind of leadership conversation

Menopause is part of the leadership journey — not the end of it. It’s a stage where self-awareness, resilience, and authenticity often grow stronger. But only if we make space for honest dialogue, practical support, and cultural change.

That’s what these blogs are about. Over the next few weeks, I’ll explore:

What menopause really is (and isn’t)
Why it matters so much in the workplace
Real stories of women (and a man) navigating it
Frameworks and tools for organisations and individuals
And, most importantly, how we can all help women thrive, not just survive, through this transition.

“When we don’t talk about menopause, we risk losing not just confidence — but leadership potential.”

Further reading

Next in this series: [The Truth About Menopause – It’s Not Just Hot Flushes

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