University of Kent – Whose Menopause Matters? Addressing Menopausal Inequalities at Work

Menopausal women are the fastest-growing demographic in the workplace yet according to research by the Chartered Institute of Personnel and Development, around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms. Dr Samantha Evans, Senior Lecturer in HR Management in Kent Business School, has been delving deep into what more can be done in the workplace to change this statistic. 

How does the experience of work change for those going through the menopause?

Menopause can fundamentally reshape how women experience their working lives. Physiological symptoms such as fatigue, brain fog, and sleep disturbance can make day-to-day work more challenging, but the biggest impact often comes from the organisational context. Workload, flexibility, line manager support, and workplace culture all influence whether menopause feels manageable or overwhelming. For many women, it is not just a biological transition but an identity and confidence challenge that intersects with how valued and supported they feel at work. 

Why has it taken so long for menopause to be recognised as an HR issue?

In UK workplaces, menopause has long been treated as a private or medical matter, often surrounded by stigma and silence. HR policies have historically prioritised areas such as maternity and caring responsibilities, with limited attention given to the impact of menopause on working life. Through the growing emphasis on equality, inclusion, and employee wellbeing, menopause is beginning to be recognised as a legitimate workplace concern. This shift reflects a broader understanding that supporting employees experiencing menopause is vital for fostering inclusive, fair, and age-diverse organisations. 

However, while awareness is increasing, there is still a long way to go in translating this recognition into meaningful changes in practice and organisational culture. Many workplaces lack clear guidance, training, or supportive environments, and menopause-related considerations are often absent from mainstream HR strategies. Embedding menopause support into everyday working life requires sustained commitment, leadership, and cultural change across sectors. 

How has the approach to menopause at work changed over time?

We are moving from silence and stigma towards open conversation and policy development. Initially, discussion was driven by professional women with platforms to speak out, but this created a class bias in how menopause was represented. My research is showing how women’s menopause experiences at work differ vastly by occupation, income, organisational culture and working conditions. We need to advance our knowledge and direct action from awareness-raising to questions of equity, access, and design of work that meets the diverse needs of women across the full range of occupational roles. 

How is your research making an impact in this space?

My research addresses the class bias in menopause-at-work studies by including the voices of women in lower-paid and manual roles who have been largely absent from the debate. I have conducted qualitative interviews and focus groups with women in these roles to explore how work environment, job design, and managerial support intersect with socioeconomic factors to influence how menopause is experienced, discussed, and managed, and the extent to which current workplace policies are fit for purpose.

My findings reveal significant occupational variation: autonomy, flexibility, and empathetic line management are key enablers of positive experiences, whereas rigid schedules, low control, and financial strain intensify symptoms and stigma. Some participants also described the menopause as a period of renewal and resilience. This research highlights the need for class-sensitive approaches to workplace menopause support that recognise the diversity of women’s working lives. By sharing my findings, I hope to provide employers with the opportunity to develop more inclusive approaches to policy and practice by ensuring that menopause support isn’t designed solely around office-based, professional norms. 

What good practice have you seen demonstrated at Kent? 

Through my role as EDI Lead at Kent Business School, I’ve been proud to be a part of the  growing culture of openness and proactive support around menopause at the University of Kent. The university has taken steps to embed menopause awareness into its wider wellbeing and inclusion agenda, including hosting regular menopause cafés, developing a menopause policy, running a Menopause Fitness Programme and supporting my research project, which explores occupational and class bias in menopause research, helping to ensure that future policy and practice are informed by inclusive and evidence-based perspectives. While there is still work to be done, Kent is demonstrating a strong commitment to making menopause a visible and supported part of working life. 

If you were to offer one piece of advice to practitioners seeking to provide better support for menopausal employees, what would it be?

Start with listening. Avoid assuming what support people need, or that one size fits all. Create psychologically safe spaces where employees can talk about their experiences without embarrassment or fear of judgement. From there, involve employees and their line managers to co-design solutions. These can range from offering a wider variety of  flexible working, environmental adjustments, peer support and working on developing a more inclusive and open organisational culture that recognises the diversity of work and women’s lives. 

Dr Evans is hosting a free half-day workshop in Sibson on the Kent Canterbury campus on Thursday 4 December where you can learn more about her research, exchange perspectives and identify practical ways to address menopause inequalities at work.