{"id":2996,"date":"2025-10-12T17:00:03","date_gmt":"2025-10-12T16:00:03","guid":{"rendered":"https:\/\/blogs.bmj.com\/ebn\/?p=2996"},"modified":"2025-10-10T16:31:56","modified_gmt":"2025-10-10T15:31:56","slug":"menopause-working-smarter-for-everyone-in-the-health-and-social-care-workplace","status":"publish","type":"post","link":"https:\/\/blogs.bmj.com\/ebn\/2025\/10\/12\/menopause-working-smarter-for-everyone-in-the-health-and-social-care-workplace\/","title":{"rendered":"Menopause: Working smarter for everyone in the health and social care workplace."},"content":{"rendered":"<p>The second blog in this spotlight series on menopause comes from Dr Camille Cronin, Professor of Nursing in the School of Health and Social Care at the University of Essex and specialises in the impacts of menopause in the workplace.<\/p>\n<p>Menopause is no longe<a href=\"https:\/\/blogs.bmj.com\/ebn\/files\/2025\/10\/Meno-blog-2a.png\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-2997 alignleft\" src=\"https:\/\/blogs.bmj.com\/ebn\/files\/2025\/10\/Meno-blog-2a.png\" alt=\"\" width=\"238\" height=\"228\" \/><\/a>r a taboo topic and is discussed on national platforms, in boardrooms, and increasingly across NHS trusts and care providers. Yet, for many working long shifts under pressure, the lived experience of menopause remains invisible, unsupported, and misunderstood \u00a0(Cronin et al 2023). With nearly 80% of the NHS workforce being women, many are aged 45 and over, menopause is a workforce issue (GOV.UK 2025), a wellbeing issue for work and health research (NIHR 2025) and a patient safety issue (NHS England 2022). \u00a0This is timely, some would even say, tardy but presents an opportunity, as the Work Right campaign and other menopause-friendly initiatives gain traction, for organisations to implement inclusive, evidence-based approaches that support staff, improve retention, and create healthier, sustainable workplaces in a time when resources are constrained (Wellbeing of Women 2025). These campaigns encourage employers to act, such as implementing menopause policies, providing training, and fostering open communication about menopause (Rees et al 2021).<\/p>\n<p><strong>Why Menopause Support Matters Now<\/strong><\/p>\n<p>The menopause transition is something we all may experience, as the individual or supporting a colleague in the workplace. From an individual experience, it can bring a wide range of symptoms such as sleep disruption, anxiety, cognitive changes often called \u201cbrain fog\u201d, hot flushes, joint pain, and more (NICE NG23:2024). \u00a0For staff working in high-pressure, people-facing roles, these symptoms can significantly affect performance, confidence, decision-making and safety (Cronin et al 2023, Cronin et 2024, Terzic et al 2024). The Fawcett Society in 2022 reported 1 in 10 women leaving their jobs due to menopause symptoms, and many more have considered it (Dalingwater et al 2025). For the healthcare workforce, this is not just about comfort; it&#8217;s about keeping experienced, highly skilled clinicians and care staff in the workforce. At a time when NHS vacancy rates are significantly high (over\u00a0110,000 vacancies\u00a0in England alone), and social care struggles with recruitment and retention, menopause cannot be a reason women feel they must step back or leave.<\/p>\n<figure id=\"attachment_2998\" aria-describedby=\"caption-attachment-2998\" style=\"width: 262px\" class=\"wp-caption alignright\"><a href=\"https:\/\/blogs.bmj.com\/ebn\/files\/2025\/10\/Meno-blog-2b.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-2998 size-full\" src=\"https:\/\/blogs.bmj.com\/ebn\/files\/2025\/10\/Meno-blog-2b.jpg\" alt=\"\" width=\"262\" height=\"197\" \/><\/a><figcaption id=\"caption-attachment-2998\" class=\"wp-caption-text\">Graceful Menopause \u2013 Kristine Harris<\/figcaption><\/figure>\n<p><strong>Work Right Campaign<\/strong><\/p>\n<p>The Work Right campaign\u00a0(Wellbeing of Women 2025) calls for workplaces to treat menopause as an occupational health concern and to embed it in workplace health strategies \u00a0recommending all employers:<\/p>\n<ul>\n<li><strong>Normalise conversation<\/strong>\u00a0about menopause.<\/li>\n<li><strong>Educate managers<\/strong>\u00a0and leaders to offer informed support.<\/li>\n<li><strong>Review policies and practices<\/strong>\u00a0to ensure they are menopause inclusive.<\/li>\n<li><strong>Offer reasonable adjustments<\/strong>\u00a0for those experiencing symptoms.<\/li>\n<\/ul>\n<p>These are not radical demands but are practical, person-centred steps backed by research and health guidance (NICE NG23: 2024, Rees et al 2021). These are relevant to the NHS and social care settings where staff already operate under exceptional physical and emotional demands and require support with the discomfort of menopause (Cronin et al 2024).<\/p>\n<p><strong>Challenges on the Ground<\/strong><\/p>\n<p>Implementing menopause-inclusive policy in a healthcare organisation is not without challenges and dealing with:<\/p>\n<ul>\n<li><strong>Workforce shortages<\/strong>\u00a0and burnout.<\/li>\n<li><strong>High levels of sickness absence<\/strong>\u00a0and presenteeism.<\/li>\n<li><strong>Financial constraints<\/strong>\u00a0limiting staff wellbeing programmes.<\/li>\n<li><strong>Lack of menopause education<\/strong> in leadership and management roles, human resources and occupational health.<\/li>\n<\/ul>\n<p>In these environments, staff may feel unable to ask for support especially those in junior roles, bank staff, or from communities where menopause is stigmatised (Safan et al 2024). When support is informal or inconsistent, it often depends on the goodwill of individual managers rather than embedded sustainable practices (Cronin et al 2024).<\/p>\n<p><strong>From Inclusive policy to implementation<\/strong><\/p>\n<p>Menopause is not a single experience and intersects with ethnicity, gender identity, disability, age, and socio-economic status. Black women\u00a0may experience different symptom patterns but are less likely to seek help or be heard. Trans and non-binary staff\u00a0may experience menopause-related symptoms but face barriers in disclosure due to fear of discrimination. Staff with long-term conditions or neurodiversity\u00a0may find menopausal symptoms exacerbate existing challenges and maybe less likely to seek help.\u00a0 An inclusive policy ensures everyone has\u00a0access to support. Employers have several ways in which to implement for an inclusive menopause approach that is meaningful and manageable.<\/p>\n<ol>\n<li>In<strong> implementation, <\/strong>ensure menopause is explicitly referenced in all wellbeing policies and guidance. Align with CIPD guidance, RCN Menopause Guidance, and NHS England\u2019s Menopause and the Workplace toolkit. These link to occupational health and equality strategies that should be embedded in health and wellbeing policies and available to everyone.<\/li>\n<li><strong>Educate <\/strong>line managers as they are the gateway to day-to-day support, and need to be equipped with confidence and clarity. Evidence suggests managers do not have this training and not enough time to attend (Cronin et al 2024). A range of options should be available for organisation to maintain sustainable models of practice from short, evidence-based eLearning modules, events or webinars, or facilitated case-based discussions (Alzueta et al 2024).<\/li>\n<li>Offer<strong> reasonable adjustments <\/strong>like flexible start times, access to fans, water, uniform adaptations, and rest areas to take regular breaks which can make a big difference. However, evidence suggests that many feel ashamed and often scared to seek help (Cronin et al 2023, Alzueta et al 2024); and crucially, staff need to feel safe to make a request without fear of judgement.<\/li>\n<li>The<strong> lived experience <\/strong>of women in co-designed workplace solutions will encourage representation and diversity (Cronin et al 2025). Create staff-led menopause networks or working groups to co-produce solutions. What works for a ward nurse might be different for a paramedic or homecare worker, and each organisation will have different needs and challenges, and therefore a person-centred approach to menopause care is required.<\/li>\n<li><strong>Measure Impact <\/strong>and understand your organisation and who works in it. This is key to supporting staff. Use staff surveys, exit interviews, feedback or sickness data to understand menopause-related attrition or distress. However, cautionary steps are needed as the healthcare workforce can be over surveyed (West and Wallback 2025) and subsequently limited information may be collected. Thus, collecting a range of data on the organisation is required to understand and help it (Cronin et al 2024, Asiamah et al 2024a).<\/li>\n<\/ol>\n<p><strong>Case Examples in Practice<\/strong><\/p>\n<p>Larger organisations like Guy\u2019s and St Thomas\u2019 NHS Foundation Trust have\u00a0Menopause Champions, trained staff who offer peer support and signposting. This approach opens the conversation and offers a visible route for help. Other organisations may have Menopause Caf\u00e9s, support sessions and manager sessions to integration menopause awareness in to the workplace. While others like Norfolk and Waveney ICS have gone further and implemented Health and Wellbeing Passports for all employees taking an individualised approach for the health of their employees.<\/p>\n<p>However smaller organisations, community colleagues and voluntary sectors must not be forgotten, and consideration must be given in how to partner and support with other healthcare workers and provide access to shared resources. When working together in health and social care, with the majority being women, someone will be experiencing the menopause journey.<\/p>\n<p><strong>Workforce Investment<\/strong><\/p>\n<p>In summary creating menopause-informed workplaces is not just about mitigating risk or ticking equality boxes. It\u2019s about investing in the wellbeing and longevity of the workforce (Asiamah et al 2024b). The cost of inaction is high: loss of experienced staff, lost talent, diminished morale, and avoidable sickness absence. Even in times of austerity, there are steps that can be taken. Small, meaningful changes\u00a0 like recognising the issue, listening to staff, and adjusting environments\u00a0 can be a catalyst for wider cultural change\u00a0working right for menopause is working smart.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>References <\/strong><\/p>\n<p>Alzueta, E., Menghini, L., Volpe, L., Baker, F. C., Garnier, A., Sarrel, P. M., &amp; de Zambotti, M. (2024). Navigating menopause at work: a preliminary study about challenges and support systems.\u00a0<em>Menopause<\/em>,\u00a0<em>31<\/em>(4), 258-265<\/p>\n<p>Asiamah, N.,\u00a0<strong>Cronin, C<\/strong>., Abbott, J. E., &amp; Smith, S. (2024a). Interactions of depression, anxiety, and sleep quality with menopausal symptoms on job satisfaction among middle-aged health workers in England: a STROBE-based analysis. Human Resources for Health, 22(1), 1-11.<\/p>\n<p>Asiamah N, Aladenola OB, <strong>Cronin C<\/strong>, Sepp L, O\u2019Callaghan K. (2024b) Effects of physical activity on menopausal symptoms, psychosomatic factors and well-being among working women in England: A path analysis. Women\u2019s Health;20. doi:10.1177\/17455057241290370<\/p>\n<p>Cronin, C., Donevant, S., Hughes, K.-a., Kaunonen, M., Marcussen, J. and Wilson, R. (2025), Amplifying Women&#8217;s Voices in Menopause Research: The Importance of Inclusive Perspectives. Health Expectations, 28: e70163.\u00a0<a href=\"https:\/\/doi.org\/10.1111\/hex.70163\">https:\/\/doi.org\/10.1111\/hex.70163<\/a><\/p>\n<p>Cronin, C., Abbott, J., Asiamah, N., &amp; Smyth, S. (2024). Menopause at work\u2014An organisation\u2010based case study.\u00a0<em>Nursing Open<\/em>,\u00a0<em>11<\/em>(1), e2058.<\/p>\n<p>Cronin, C., Bidwell, G., Carey, J., Donevant, S., Hughes, K. A., Kaunonen, M., Marcussen, J. Wilson, R. (2023). Exploring digital interventions to facilitate coping and discomfort for nurses experiencing the menopause in the workplace: An international qualitative study.\u00a0<em>Journal of Advanced Nursing<\/em>,\u00a0<em>79<\/em>(10), 3760-377<\/p>\n<p>Dalingwater, L., &amp; Winett, L. (2025). \u201cA Duty of Care\u201d: National Policy Discourse Regarding Menopause, Well-Being, and the Workplace.\u00a0<em>The Journal of Aging and Social Change<\/em>,\u00a0<em>15<\/em>(1), 53<\/p>\n<p>GOV.UK (2025) 10 Year Health Plan for England: fit for the future. Online: <a href=\"https:\/\/www.gov.uk\/government\/publications\/10-year-health-plan-for-england-fit-for-the-future\/fit-for-the-future-10-year-health-plan-for-england-executive-summary\">https:\/\/www.gov.uk\/government\/publications\/10-year-health-plan-for-england-fit-for-the-future\/fit-for-the-future-10-year-health-plan-for-england-executive-summary<\/a><\/p>\n<p>Hardy C, Griffiths A, Thorne E, Hunter M. (2019) Tackling the taboo: talking menopause-related problems at work. Int J Workplace Health Management; 12:28-38. doi: 10.1108\/IJWHM-03-2018-0035<\/p>\n<p>NHS England (2022) Supporting our NHS people through menopause: guidance for line managers and colleagues. Online: <a href=\"https:\/\/www.england.nhs.uk\/long-read\/supporting-our-nhs-people-through-menopause-guidance-for-line-managers-and-colleagues\">https:\/\/www.england.nhs.uk\/long-read\/supporting-our-nhs-people-through-menopause-guidance-for-line-managers-and-colleagues<\/a><\/p>\n<p>NIHR (2025) Work and Health Research Initiative, National Institute for Health and Care Research, Online:<\/p>\n<p><a href=\"https:\/\/www.nihr.ac.uk\/work-and-health-research-initiative\">https:\/\/www.nihr.ac.uk\/work-and-health-research-initiative<\/a><\/p>\n<p>Rees, M., Bitzer, J., Cano, A., Ceausu, I., Chedraui, P., Durmusoglu, F., &#8230; &amp; Lambrinoudaki, I. (2021). Global consensus recommendations on menopause in the workplace: a European Menopause and Andropause Society (EMAS) position statement.\u00a0<em>Maturitas<\/em>,\u00a0<em>151<\/em>, 55-62.<\/p>\n<p>Safwan, N., Saadedine, M., Shufelt, C. L., Kapoor, E., Kling, J. M., Chaudhry, R., &amp; Faubion, S. S. (2024). Menopause in the workplace: challenges, impact, and next steps.\u00a0<em>Maturitas<\/em>,\u00a0<em>185<\/em>, 107983.<\/p>\n<p>Terzic, S., Bapayeva, G., Kadroldinova, N., Sarr\u00eda-Santamera, A., Gusmanov, A., Sanchez-Anguiano, A., &#8230; &amp; Terzic, M. (2024). Association between menopause and occupational burnout in healthcare workers: a cross-sectional study.\u00a0<em>Critical Public Health<\/em>,\u00a0<em>34<\/em>(1), 1-16.<\/p>\n<p>West M., Wallbank S (2025) What does the NHS Staff Survey 2024 really tell us? The King\u2019s Fund, Leadership and Workforce, 21 March 2025, Online: <a href=\"https:\/\/www.kingsfund.org.uk\/insight-and-analysis\/blogs\/nhs-staff-survey-2024-tell-us\">https:\/\/www.kingsfund.org.uk\/insight-and-analysis\/blogs\/nhs-staff-survey-2024-tell-us<\/a><\/p>\n<p>Wellbeing of Women (2025) Menopause Workplace Pledge and Toolkit. Online:<\/p>\n<p><a href=\"https:\/\/www.wellbeingofwomen.org.uk\/menopause-workplace-pledge\/\">https:\/\/www.wellbeingofwomen.org.uk\/menopause-workplace-pledge\/<\/a><\/p>\n<p><strong>Resources for You <\/strong><\/p>\n<p><strong>Information <\/strong><\/p>\n<ul>\n<li>Wellbeing of Women \u2013 <a href=\"https:\/\/www.wellbeingofwomen.org.uk\/health-information\/?_gl=1*irz3jl*_up*MQ..*_gs*MQ..&amp;gclid=CjwKCAjwz5nGBhBBEiwA-W6XRAGWGTpYd0OiCdyeOIjfxpLvyTcH4ycMbkN6iCx_0Ya1hhShDOXDjBoCVKQQAvD_BwE&amp;gbraid=0AAAAABKgDm5SPURcNgkeHqviMEbyh7nWv\">Health information<\/a><\/li>\n<li>Women\u2019s Health Concern (public facing arm of BMS) <a href=\"https:\/\/www.womens-health-concern.org\/help-and-advice\/factsheets\/\">Factsheets<\/a><\/li>\n<li>International Menopause Society \u2013 <a href=\"https:\/\/www.menopauseinfo.org\/\">menopause information<\/a><\/li>\n<\/ul>\n<p><strong>APPs<\/strong><\/p>\n<ul>\n<li>Balance <a href=\"https:\/\/www.balance-menopause.com\/balance-app\/\">https:\/\/www.balance-menopause.com\/balance-app\/<\/a><\/li>\n<li>Caria (Apple Store) <a href=\"https:\/\/apps.apple.com\/gb\/app\/caria-menopause-midlife\/id1477621356\">https:\/\/apps.apple.com\/gb\/app\/caria-menopause-midlife\/id1477621356<\/a><\/li>\n<\/ul>\n<p><strong>BLOGs<\/strong><\/p>\n<ul>\n<li><a href=\"https:\/\/www.menopausematters.co.uk\/blogs.php\">Menopause Matters<\/a><\/li>\n<li><a href=\"https:\/\/camillecronin.wordpress.com\/\">Conversations in Women\u2019s Health<\/a><\/li>\n<li><a href=\"https:\/\/www.positivepause.co.uk\/menopause-blog\">Positive Pause<\/a><\/li>\n<\/ul>\n<p><strong>Podcasts <\/strong><\/p>\n<p><a href=\"https:\/\/menopausesupport.co.uk\/?page_id=18058\">Making Menopause Matter \u2013 Diane Danzebrink<\/a><\/p>\n<p><a href=\"https:\/\/podcasts.apple.com\/ke\/podcast\/you-are-not-broken\/id1495710329\">You are not broken \u2013 Dr Kelly Casperson<\/a><\/p>\n<p><a href=\"https:\/\/podcasts.apple.com\/gb\/podcast\/the-dr-louise-newson-podcast\/id1459614845\">The Dr Louise Newson Podcast<\/a><\/p>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0<\/strong><!--TrendMD v2.4.8--><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The second blog in this spotlight series on menopause comes from Dr Camille Cronin, Professor of Nursing in the School of Health and Social Care at the University of Essex and specialises in the impacts of menopause in the workplace. Menopause is no longer a taboo topic and is discussed on national platforms, in boardrooms, [&#8230;]<\/p>\n<p><a class=\"btn btn-secondary understrap-read-more-link\" href=\"https:\/\/blogs.bmj.com\/ebn\/2025\/10\/12\/menopause-working-smarter-for-everyone-in-the-health-and-social-care-workplace\/\">Read More&#8230;<\/a><\/p>\n","protected":false},"author":388,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2996","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Menopause: Working smarter for everyone in the health and social care workplace. - Evidence-Based Nursing blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blogs.bmj.com\/ebn\/?p=2996\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Menopause: Working smarter for everyone in the health and social care workplace. - Evidence-Based Nursing blog\" \/>\n<meta property=\"og:description\" content=\"The second blog in this spotlight series on menopause comes from Dr Camille Cronin, Professor of Nursing in the School of Health and Social Care at the University of Essex and specialises in the impacts of menopause in the workplace. Menopause is no longer a taboo topic and is discussed on national platforms, in boardrooms, [...]Read More...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blogs.bmj.com\/ebn\/?p=2996\" \/>\n<meta property=\"og:site_name\" content=\"Evidence-Based Nursing blog\" \/>\n<meta property=\"article:published_time\" content=\"2025-10-12T16:00:03+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blogs.bmj.com\/ebn\/files\/2025\/10\/Meno-blog-2a.png\" \/>\n<meta name=\"author\" content=\"EBailey\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"EBailey\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996\"},\"author\":{\"name\":\"EBailey\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/#\\\/schema\\\/person\\\/09481df158cf72ac0faed7f8ec876625\"},\"headline\":\"Menopause: Working smarter for everyone in the health and social care workplace.\",\"datePublished\":\"2025-10-12T16:00:03+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996\"},\"wordCount\":1769,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/files\\\/2025\\\/10\\\/Meno-blog-2a.png\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996\",\"url\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/?p=2996\",\"name\":\"Menopause: Working smarter for everyone in the health and social care workplace. - 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