Supporting Menopause and Mental Health in the Workplace
Menopause is a natural and inevitable phase in a woman’s life, typically occurring between the ages of 45 and 55. While it marks the end of menstruation, it also brings about significant hormonal, physical, and psychological changes. These changes can affect not only a woman’s health and wellbeing but also her experience and performance at work.
For employers and managers, understanding menopause and its impact on mental health is key to creating supportive, inclusive, and psychologically safe workplaces.
How Menopause Affects Mental Health
Menopause begins in the brain, triggered by the gradual decline of hormones such as oestrogen and progesterone. These hormones influence the production of serotonin – a chemical responsible for regulating mood, sleep, and appetite. As oestrogen levels fall, serotonin levels can also decrease, contributing to mood swings, anxiety, irritability, and difficulty concentrating.
Many women report experiencing brain fog, disrupted sleep, and low mood during menopause. For some, these symptoms can overlap with other life stressors – caring responsibilities, career changes, or aging parents – making it challenging to pinpoint what’s hormonal and what’s situational.
It’s important to recognise that these experiences are not a reflection of capability or motivation, but rather a normal physiological response to hormonal transition.
Recognising the Signs in the Workplace
Mental health symptoms associated with menopause can vary widely between individuals. Common signs that an employee may be struggling include:
- Difficulty concentrating or remembering information
- Fatigue and reduced confidence
- Heightened stress or emotional reactivity
- Withdrawal from colleagues or workplace activities
- Changes in performance or attendance
Understanding that these changes can be temporary and treatable helps reduce stigma and encourages employees to seek support early.
Creating a Supportive Work Environment
A workplace that acknowledges menopause as a wellbeing issue – not a personal problem – can make a profound difference. Here are some practical ways organisations can provide support:
- Foster open communication: Encourage employees to discuss wellbeing concerns in a confidential and supportive manner. Managers don’t need to be experts but should know how to listen and guide staff toward professional help if needed.
- Provide flexibility: Flexible start times, work-from-home options, or adjusted workloads during symptom flare-ups can ease stress and help employees maintain productivity.
- Train leaders and HR staff: Equip managers with awareness training on menopause and mental health so they can respond appropriately and sensitively.
- Normalise the conversation: Incorporate menopause and mental health into broader wellbeing initiatives or diversity and inclusion programs.
- Promote access to support: Ensure employees know about available Employee Assistance Programs (EAPs), psychological support, or external health services.
Lifestyle and Self-Management Strategies
Encouraging healthy habits can also make a meaningful difference. Regular exercise, adequate sleep, and a balanced diet can reduce symptoms and improve mood. Women are encouraged to speak to their GP or a psychologist about treatment options such as cognitive behavioural therapy (CBT), antidepressants, or other interventions if symptoms are significantly affecting their wellbeing.
Employers can support these efforts by promoting workplace wellbeing initiatives – such as fitness programs, mindfulness sessions, or healthy food options – that benefit all staff.
A Shared Responsibility
Menopause is not just a women’s health issue; it’s a workplace wellbeing issue. When organisations take proactive steps to educate, support, and include women during this life stage, they foster loyalty, engagement, and psychological safety across their teams.
By creating a culture where menopause and mental health are openly discussed and supported, workplaces demonstrate genuine commitment to diversity, inclusion, and the holistic wellbeing of their people.
If you or your workplace would benefit from additional support, Access Psych can help. We offer tailored training, onsite clinician support, and a comprehensive Employee Assistance Program (EAP). Our team also provides specialised services through personal injury schemes and Medicare pathways. To learn more or to arrange support for your organisation, please reach out to us anytime.
📧 info@accesspsych.com.au | ☎️ 1800 644 327
