What happens when no one talks about something that affects half your workforce?
How much talent quietly slips away—exhausted, unsupported, and misunderstood?
And how much stronger could your culture be if leaders knew what to look for and how to respond?
Menopause is a workplace reality and is still one of the most overlooked issues in today’s workplace. Ignoring it or taking a neutral stance has real consequences for performance, retention, and culture.
I’m not here to lecture—this is an invitation to look at things differently. Supporting menopause at work is more than a boxing-ticking policy update. It's an opportunity to retain exceptional women, valuable company knowledge, and build a culture grounded in practical understanding and practice—not assumption.
The moment you open the door to this, everything shifts.
I’ve seen it firsthand.
As Director of Seed HR, I work closely with small business leaders who care deeply about their people but often feel unsure where to begin when it comes to sensitive issues like menopause. I’ve led teams myself, so I know the pressure of balancing compassion with business outcomes. This isn’t about getting it perfect—it’s about being willing to show up differently.
If you’re ready to build a culture that supports people through every stage of working life, you’re already on the right track.
Menopause- The Hidden Costs You Can’t Afford to Ignore
For too long, menopause has been treated as a personal issue—something to be managed quietly and outside of work. But that silence comes at a cost.
In Australia, menopause-related challenges are costing women an estimated $17 billion annually in lost earnings and superannuation. For businesses, the financial impact is just as serious, with $10 billion a year attributed to recruitment, training, and lost productivity. These numbers reflect more than just absenteeism—they point to a pattern of early exits, reduced participation, and missed opportunities.
Around 37.7% of women retire under the age of 55, many during their peak earning years. Another 17% of women aged 45 to 64 step away from the workforce for extended periods due to illness, with menopause often playing a major role. That’s not just personal loss—it’s institutional knowledge, leadership capability, and cultural continuity walking out the door.
And for SMEs in particular—these hidden costs add up fast. By ignoring menopause you’re not taking a neutral stance. Instead you're risking your company culture, your team’s performance, and your bottom line.
But there is a silver lining in this.
With the right support, this is a challenge you can get ahead of. And doing so sends a powerful message about what kind of workplace you’re building.
Why Silence is the Real Liability
Menopause affects nearly half the workforce at some point in their career—but you wouldn’t know it by looking at most workplaces. Despite the scale of its impact, menopause remains one of the least talked about aspects of employee wellbeing. And it’s not usually due to a lack of care—more often, it’s a gap in awareness. In many leadership teams particularly those led by men or younger professionals—it’s simply not something they’ve experienced or been educated about.
Without that lived understanding, it can feel uncomfortable or unclear how to offer support. And when it does, the lack of education often leaves managers unsure how to respond—or worse, defaulting to silence.
That silence can quietly drive disengagement, increase turnover, and create a culture where people feel they have to hide what they’re going through.
When someone is struggling with concentration, fatigue, anxiety or disrupted sleep due to menopause, it can look like disengagement or underperformance. Without an understanding, these symptoms are easily misread, leading to performance management processes or damaged professional confidence. It’s a missed opportunity for empathy-led leadership and long-term retention.
Creating a culture of support doesn’t mean having all the answers. It starts by creating space for real conversations and equipping people leaders with the tools to listen without judgement.
Menopause should be seen for what it is - a normal life stage, not a career risk. When workplaces get this right, they build cultures of care, trust, and belonging.
What Great Workplaces Are Doing Differently
Forward-thinking employers are taking proactive steps to support employees experiencing menopause. They understand the connection between wellbeing, retention, and performance—and they’re building practical strategies that reflect that. Instead of relying on outdated assumptions, they’re asking better questions such as,
- How can we retain experienced women in their prime?
- How do we reduce unnecessary leave and performance issues—without compromising integrity or damaging someone’s professional confidence?
- How can we show up better as leaders?
The answers are refreshingly practical.
We’re seeing a rise in menopause-informed strategies that go beyond surface-level gestures. Companies are introducing flexible work arrangements to accommodate fluctuating energy levels and sleep disruption.
Others are redesigning policies to include reproductive and menopause leave, recognising that not all health needs are the same. Workplace adjustments like temperature control, access to private space and symptom-friendly uniforms are simple but powerful changes.
More importantly, these organisations are training their managers to respond with empathy, not discomfort—helping them spot the signs, support team members with dignity, and avoid costly missteps. As outlined in resources from Harvard Business Review, ACAS, Culture Amp, and Catalyst, these aren’t “nice-to-haves”—they’re essential tools for reducing burnout, supporting inclusion and improving retention.
When businesses respond with thoughtfulness and structure, everyone benefits. Productivity rises, culture deepens, and great talent stays.
From Awareness to Action - Where to Start
Every cultural shift starts with one thing - willingness. You don’t need a perfectly worded policy or a formal launch plan to start supporting menopause in your workplace—you need to care enough to take the first step.
Simple well-thought out gestures can go a long way.
That might look like running an anonymous staff survey to understand how menopause is currently impacting your team. It could mean upskilling managers through short, targeted training on how to have supportive dialogues. It might be as simple as reviewing your leave policies and asking…
Does this reflect the real lives of the people who work here?
Some SMEs start by creating quiet spaces for rest and recovery. Others partner with external experts to deliver resources or peer support sessions. What matters is that you start with curiosity, not perfection—and follow through with consistency.
At Seed HR, we help growing businesses turn good intentions into lasting cultural change. Whether it’s updating policy, training your leaders, or creating space for conversations that haven’t been had before—we’re here to guide you through it.
Menopause isn’t a niche concern—it’s a moment to lead well. And what you do next will say a lot about the culture you’re choosing to build.
Supporting menopause at work doesn’t have to be complicated—but it does have to be intentional. By addressing it openly, reviewing your policies, and equipping your leaders, you can build a culture that supports your people through every stage of life.
This is the next smart move for your business. When people feel seen and supported, they stay longer, perform better, and contribute more deeply to your success.
If you're ready to take the next step, Seed HR is here to help. From tailored training to policy updates and practical guidance, we partner with you to create lasting, meaningful change.
Let’s build a workplace—and a business—that supports long term success in its people.
Get in touch with Seed HR to start the conversation today.