Your boss has put up a poster in the office kitchen about the symptoms of menopause, which directs anyone struggling with symptoms to a charity website. But when you’ve asked for time off to go to a doctor’s appointment, or to work from home because the office makes your hot flushes and brain fog worse, they’ve been less than sympathetic.
Although many companies take supporting menopausal workers seriously, this isn’t always the case. Behind the posters and one-off work wellness talks is a phenomenon called meno-washing — where employers appear to support people without actually providing practical, reasonable accommodations.
“Meno-washing occurs when organisations superficially adopt menopause-friendly policies or initiatives without genuinely committing to meaningful support or deep cultural change,” says Lauren Chiren, CEO and founder of Women of a Certain Stage, which supports women in business through menstruation and menopause.
“It's similar to ‘greenwashing’ or ‘virtue signalling’, where the focus is on public image rather than real, sustained action.”
Essentially, it’s a performative behaviour that allows businesses to tick inclusivity boxes. This may be to attract new staff or boost the reputation of the business.
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“You can spot meno-washing when companies emphasise their menopause policies in marketing or PR but fail to provide the necessary training, resources, or cultural change within the workplace,” she adds.
Research shows there are wide disparities in menopause support. Although a third of organisations have a menopause policy, 84% of employees say they need more support, according to a recent survey of more than 2,800 employees by the non-profit Catalyst.
Nearly one in four UK employees have quit their jobs due to lack of support and over 75% hide their symptoms while they’re at work. A further 40% said their symptoms had affected their performance — especially in companies where stigma is rife.
How to spot meno-washing at work
It can be tricky to tell the difference between genuine support and meno-washing. But there are some key red flags to look out for, says Chiren.
These include token gestures, like offering menopause workshops without any follow-up, support systems, or changes to working conditions.
“While workshops and awareness sessions are a great place to start, this is the foundation that must be built upon,” she explains. “Other examples of meno-washing include a lack of training for managers on how to potentially identify signs and support colleagues who may be experiencing menopause symptoms, or policies that have been developed but not widely communicated and acted on.”
A general lack of empathy is another red flag. Managers should listen to employees’ needs and make adjustments, to the best of their ability.
How employers can support workers experiencing menopause
Some of the biggest mistakes employers make is treating menopause as a one-size-fits-all issue, or offering token solutions without addressing the underlying workplace culture.
“Support should be always personalised, allowing individuals to access the resources that best meet their needs,” says Chiren.
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“Menopause affects individuals differently, so a lack of tailored support, such as personalised health plans or one-to-one consultations, can leave some employees feeling unsupported.”
Flexibility is also key. For example, if people need different hours, more breaks, home-working or adjustments to their office set-up like temperature control. For those working in frontline positions like healthcare staff, it’s important to provide uniforms made of breathable materials.
Benefits like access to counselling, peer support groups and specialised healthcare resources can also be helpful.
“Employers sometimes focus too much on offering generic wellness programmes, neglecting the need for real flexibility around working conditions and hours, which is often crucial for those managing unpredictable symptoms,” explains Chiren.
“It’s about asking your colleagues what works rather than imposing typical adjustments.”
Finally, people should be able to raise concerns and talk about personal issues that are affecting them at work without judgement.
Although meaningful support for menopausal employees goes beyond just offering advice or acknowledging the issue, education and training is still crucial to normalise conversations and reduce stigma.
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