Women's health - Dealing With Women’s Health Concerns At Work

A diverse and inclusive workforce should be the goal of every employer. Yet, there’s one crucial topic that is often overlooked or avoided: reproductive and women’s health issues.

In a workplace where nearly half of the UK workforce is female, health concerns such as period pain, contraception, bacterial vaginosis, and menopause are still treated as taboo subjects. This lack of openness can lead to women suffering in silence, affecting their productivity, confidence, and mental health.

Let’s break the stigma and create a more inclusive and supportive work environment for women.

The importance of addressing menopause at work

Menopause is a natural phase in every woman’s life, yet it remains shrouded in stigma, especially in the workplace. By fostering a culture of understanding, employers can help women feel supported, rather than marginalised.

Key Menopause Statistics

• There are 4.6 million women over 50 in the UK workforce
• The average age for menopause is 51, but around 1 in 100 women experience it before age 40
• Menopause symptoms can last up to 10 years and include physical, cognitive, and psychological challenges like hot flushes, poor concentration, anxiety, and headaches
• 75% of women experience symptoms, and 25% face severe symptoms that impact their daily lives

How menopause affects women at work

Without support, many women feel isolated and struggle to manage their symptoms in professional settings. Common workplace challenges include:

• Reduced confidence in skills and abilities
• Feeling pressured to hide menopause-related absences
• Increased mental health issues such as stress, anxiety, and depression.
• Difficulties with focus and concentration
• Considering leaving their jobs altogether

Creating an open dialogue about menopause can empower women to thrive in the workplace and help their colleagues understand and support them better.

Your rights at work during menopause

Menopause is not, on its own, a protected characteristic under the Equality Act 2010. However, menopause and perimenopause symptoms can amount to a disability if they have a long-term, substantial effect on your day-to-day life, and unfair treatment linked to menopause can also count as sex or age discrimination — either of which brings a duty on employers to make reasonable adjustments, according to EHRC guidance for employers.

• If your symptoms meet the legal test for a disability, your employer must make reasonable adjustments — such as flexible hours, extra breaks or changes to your workstation or uniform
• Being treated unfairly, dismissed or forced out because of menopause symptoms may be sex or age discrimination, whether or not your symptoms meet the disability threshold
• You don’t need to raise a formal grievance to ask for support, but if informal conversations don’t help, you can raise a grievance or, in some cases, bring a claim at an employment tribunal
• Acas offers free, confidential advice on menopause and the workplace for both employees and employers
• After 7 consecutive days off, a GP fit note is required, and it can say you’re “not fit for work” or “may be fit for work” with adjustments
• If you and your employer can’t agree on the suggested adjustments, you must be treated as “not fit for work” for that period
• Recording menopause-related absence separately from general sickness can help your employer spot patterns and offer the right support, rather than triggering absence-management processes meant for unrelated illness
• Awareness and training for managers and HR, so they know how to have supportive conversations
• A named contact or menopause champion that employees can approach
• The specific adjustments on offer, such as flexible hours, temperature control or rest areas
• How menopause-related absence is recorded and handled
• Confidentiality — using private conversations or anonymous surveys to gather what people need

Speaking to your employer about menopause

If you’re experiencing menopause symptoms and it’s affecting your work, talking to your employer may feel daunting but is often an essential step toward getting the support you need.

Steps to Take

1. Schedule a private 1:1 meeting with your manager or HR representative
2. Bring along educational materials about menopause to help them understand its impact
3. Document your symptoms, how they’re affecting your work, and what adjustments you feel would help

Suggestions for workplace adjustments

Small changes can make a significant difference. Propose the following ideas to your employer:

• Flexible working arrangements
• Access to workplace counselling
• More frequent breaks throughout the day
• Extra preparation time before meetings or presentations
• Creating a company-wide Menopause Policy to support all employees

Can you be signed off work with menopause?

Yes — menopause symptoms are a valid reason for sick leave, in the same way as any other health condition. If you’re off work for more than 7 consecutive days, you’ll need a fit note from a GP, and this can recommend workplace adjustments rather than time off, such as a phased return or different hours.

Supporting women’s health beyond menopause

It’s not just menopause that needs attention. Women face a range of health concerns, including period pain, endometriosis, polycystic ovary syndrome (PCOS), and mental health challenges.

These conditions can affect focus, energy and attendance just as much as menopause can, and deserve the same open, practical approach at work. Regular cervical screening remains one of the most effective ways to protect against cervical cancer — our guide to cervical screening covers what to expect and breaks down some of the stigma around it. Contraception and sexual health concerns are also common workplace-adjacent topics that benefit from open conversation — see our guide to sexual health myths and facts. And checking your breasts or chest regularly, and knowing when to seek advice about a change, is covered in our guide to being breast aware.

How employers can help

• Foster an open culture where women feel comfortable discussing health concerns
• Provide access to mental health support and physical health resources
• Promote awareness campaigns around women’s health issues to reduce stigma

Creating a menopause policy at work

A written menopause policy gives employees clarity on what support is available, and gives managers a consistent way to respond. GOV.UK’s guidance for employers suggests a policy should cover:

It helps to agree a timeline for responding to requests, such as within 10 working days, and to review the policy regularly using absence, retention and feedback data to check it’s still working.

Expert women’s health support with Doctor Care Anywhere

If you’re struggling with a women’s health issue and need extra support, Doctor Care Anywhere is here to help.

Our platform allows you to access:

• GPs and Advanced Clinical Practitioners available 7 days a week, 365 days a year
• Clinicians specialising in women’s health, who can provide tailored advice and treatments for conditions like menopause, menstrual health, and contraception

With just a few clicks, you can speak to a healthcare professional who understands the unique challenges women face.

Blood Testing

We’ve partnered with Medichecks to offer a range of fast, accurate, and confidential tests to help you better understand and manage your health. A wide range of laboratory tests are available direct to you, complete with easy-to-view results and advice from qualified doctors.

With everything from individual markers like vitamins and hormones, to fully comprehensive health checks, there is something for everyone. So, whether you want to monitor a condition, check your risk of something that runs in your family, or optimise your health and fitness, there is a test for you.

Use DCA10 for 10% discount on all tests.

Why women’s health matters in the workplace

Breaking the stigma around women’s health benefits everyone – not just the women directly affected. Creating an inclusive work culture:

• Improves morale and productivity
• Boosts employee retention
• Encourages open and supportive communication

By addressing women’s health issues head-on, employers can create a healthier, happier, and more inclusive workplace.

Key takeaways

• Menopause and women’s health issues are still treated as taboo subjects in many workplaces, but they shouldn’t be
• Open dialogue and practical adjustments can help women manage their symptoms and feel valued at work
• Employers and colleagues alike should be educated on women’s health to foster inclusivity and understanding
• Doctor Care Anywhere provides access to specialists in women’s health to support employees in managing their wellbeing

Let’s work together to break the stigma and ensure women feel supported, both inside and outside the workplace.