Two thirds (67%) of working women between the ages of 40 and 60 with experience of menopausal symptoms told the CIPD that those symptoms have had a mostly negative impact on them at work.And while menopause affects nearly 50% of the population, there are minimal policies and resources for women in workplaces—even though age and sex are both protected under the Equality Act. We spoke with expert Andrea Berchowitz, co-founder of the Stella menopause app that aims to be a ‘digital therapy’ for individuals experiencing menopause, to find out why this type of support is crucial for employee wellbeing, as well as attracting and retaining top talent.“Menopause-specific support is essential if workplaces want to compete for the best talent in this cohort,” Andrea says. “Moreover, businesses know how expensive it is to hire executive talent. It’s far more cost-effective to retain the people they have spent years developing, keeping all that institutional knowledge and saving on recruitment fees.”So what are some of Andrea's top tips for employers to start creating a more menopause-friendly environment in the workplace?1. Start conversationsAccording to research by the Fawcett Society, one in ten women who worked during the menopause have left a job due to their symptoms.Talking about menopause openly in the workplace helps reduce stigma and makes women feel more comfortable asking for support. It also helps others who aren’t experiencing menopause to build empathy towards what their colleagues are going through.There are a myriad of ways you can spark discussion around menopause in the office. You can begin a Slack channel, or host regular chats over free coffee or formal affinity groups. 2. Provide accessible resourcesGiving your employees access to free, accessible resources for menopause increases understanding, and helps with managing and relieving symptoms. A resource such as the Stella app—available with discount to YuLife members—is a perfect example of something you could offer employees. It gives users access to “menopause care plans across the core symptoms to increase confidence, wellbeing and ability to manage,” Andrea explains.A primary element of the care plans is the fact that individuals are able to connect with specialist coaches. All information is kept private, and there’s no need to go through your manager to speak with a specialist. 3. Provide the right trainingJust as it’s helpful for those working with individuals in menopause to be educated and equipped with the skills to better understand what their peers are going through — it’s even more important for the leadership team. Leaders in your company should be well educated about the types of symptoms and accommodations people might require within menopause, and they must know how to handle uncomfortable situations as they arise.Consider training options such as Stella’s “bespoke onboarding and company-wide training sessions about menopause”. Sessions like this are a great way to get your leadership trained and familiar with best practices.4. Embrace flexible workingAccording to YuLife’s 2025 Workplace Wellbeing Trends report, 44% of surveyed employees rated increased flexibility in working arrangements as their top wellbeing support mechanism. The research also highlights a strong preference for hybrid working models, with employees expressing a need for autonomy over their work environment. Providing this as an option to your employees is not only useful in retention, but it’s also helpful for supporting your current employees that are going through more invisible setbacks such as menopause."Menopause-specific support is essential if workplaces want to compete for the best talent."Even if you don’t have a menopause policy in your workplace, allowing more workplace flexibility in the form of robust sick leave and flexible scheduling can be enough to support those that need it, while also supporting other groups experiencing different kinds of setbacks. It’s a win-win!YuLife has been working hard to make this a reality in the workplace. As Claire Cathart explains: “We want people to have the flexibility and freedom to be able to manage their symptoms in the best way for them. If your symptoms are so bad that you have to take time off, then you’re covered by our sick leave policy. But if you are able to work, but want to do so from home, we can talk about flexible working.”5. Offer free supplies Being adaptable as an employer is key in creating an environment that doesn’t just performatively support those going through menopause — but one that’s actually taking action. That’s why—when employees are in-office—always having access to real supplies on hand as symptoms come and go is a great way to start. This could include providing period products, or extra uniforms and electric fans for those experiencing regular hot flashes.6. Cater to the individualIt’s always a good idea to see how you can best optimise the workspace for each individual's needs. After all, each person might require different support, especially if they’re experiencing menopausal symptoms. Some individuals experiencing hot flashes may not want to be placed at a desk that gets too much sun, or one that’s next to a heater. Maybe they’d prefer a seat next to the washrooms, or a quiet area. Be sure to treat each individual as an individual. 7. Make sure your systems are gender inclusive While the dominant group that goes through menopause are cis-women, it’s important to also make sure any policies or support you offer is gender inclusive. “Stella takes a symptom-led approach, so the app can be used by anyone who is experiencing menopause symptoms due to oestrogen decline," says Andrea.As noted in Medical News Today, trans women can experience menopause or similar symptoms, though the underlying hormonal processes may differ from those a cisgender woman experiences. Unfortunately, many trans women don’t get the same level of care as menopausal women, but all people in the office who are experiencing any symptoms should be offered the same level of resources and support to combat their individual setbacks.The most important tip that you could take and start to implement today according to Andrea: start talking about it. Break down the stigma or 'taboo' topic of menopause and begin a productive conversation with your colleagues.You can get started through the YuLife benefits package, where you can access the Stella app, and take the first steps towards creating a more menopause-friendly environment. Reach out to one of our customer service representatives here to learn more. After all, addressing menopause is not only supporting the wellbeing and success of the people working for you, but it’s also helping maintain the health and longevity of your business as a whole. For more information, check out our advisers’ guide to the menopause with Andrea and YuLife’s People Partner Claire Cathcart, and find out what advice TV presenter Davina McCall has for employers who want to offer menopause support in the workplace.Want to retain and support your top people? Download our eBook featuring more advice from Andrea, Davina and Claire on how to create a menopause-friendly business.