World Menopause Day 2025

I was perimenopausal for many years, went to the doctor who took blood tests but it wasn’t diagnosed. My period had stopped, and I had hot sweats so badly at night that I had to sleep on a towel. This went on for a couple of years, then in 2020, I had a prolapse. I went to the doctor and tests showed something irregular. It was decided that a full hysterectomy was the best way forward. I went private, through our work’s medical insurance plan and was quickly booked in. All went to plan, but the surgery brought on full menopause.

I was massively effected by the symptoms at work. During perimenopause, I was incredibly tired and my confidence just dropped. Following the surgery, and the onset of full menopause, I endured brain fog, a constant emotional roller coaster, sleepless nights and lost my confidence completely.

I spoke to Jo in the first instance, our company’s HR Director, who is always supportive, helpful and positive, and she recommended I try HRT. My team were also wonderful. I felt I had to talk to my colleagues about it so they understood what was going on with me and why sometimes, I just spoke gibberish at them!

My partner, Rob, was also brilliant, very understanding and supportive. This was just a few years ago, but nobody was talking about menopause yet. It was still very much a taboo subject, so I’m grateful for everyone that was happy to talk to me so openly and be so understanding.

Lou believes that, although there was no formal support in place at the time, once Jo realised the level of support needed to navigate through the menopause, she identified that there was a gap in the company’s offering and went about correcting this, setting up the Group’s Menopause policy. She wanted to make sure everyone knew free support was available via our medical cashback provider, organised a menopause workshop with a specialist nurse (open to everyone) and crucially provided a safe space for anyone who wanted to talk about how menopause or perimenopause was affecting them.

Our Founder and Director, Clive Hutchings, also attended a course on menopause initially in  support of his wife, but he quickly realised he could put his learnings into practice at work, by providing a sympathetic ear whenever needed, and supporting the new menopause policies through the EDI Board’s activities.

I’m currently on my third iteration of HRT. Over time, I’ve gone from 25 strength (which is the lowest they start everyone on) to 50 and then onto 75. It can be a journey to get to the right treatment for you, but once there, it makes a huge amount of difference. For me, anxiety is the biggest problem; my anxiety went through the roof once the menopause hit.

HRT is helping me now but last year, I had a breakdown. I went to my surgery and spoke to an expert about how I was feeling. She was wonderful and explained I could go to the gym through the NHS (as exercise helps with anxiety, stress and depression), techniques to get myself out of the anxiety attacks and how to meditate. I took some time off during this time and my director, James, Jo and the rest of the business were incredibly supportive.

I’m happy with the support I’ve received from STR, but an idea I believe would be very beneficial in any business is a menopause-specific Teams or Outlook group, where all those that have opted in have the opportunity to contact someone who understands what they’re going through straight away and might be able to get them through a difficult day or situation. The group would be a safe space for all members.

Lou would also like to emphasise that people shouldn’t be judgemental and be able to listen. The menopause can happen at almost any time to anyone.

1. Get an appointment with your doctor
2. Get advice from multiple sources e.g. Davina McCall’s podcast and books, websites such as https://www.balance-menopause.com/ and https://www.themenopausecharity.org/
3. Speak to colleagues/friends/family; you’ll be surprised who else is going through it
4. Listen to music and meditate, this really helps calm you down and focus

As we were wrapping up, Lou also wanted to make clear that she might not have included everything prevalent in this interview, but as she said: “I can’t remember everything – including what happened yesterday!”

• Menopause is often surrounded by silence and stigma, making it a taboo subject in many workplaces. Open discussions help normalise menopause as a natural life stage, reducing embarrassment or shame that many women might feel. When it’s openly discussed, it becomes easier for those experiencing menopause to seek support without fear of judgment.

• Menopause can bring about a range of physical, emotional and cognitive symptoms, such as hot flashes, fatigue, anxiety and memory lapses. These can affect a person’s productivity, confidence and overall wellbeing. By fostering a supportive environment, employers can help employees manage symptoms more effectively and provide resources or adjustments that enhance their work-life balance.

• Women in their 40s and 50s are often at the peak of their careers. If their needs related to menopause are ignored, it can lead to stress, burnout and even decisions to leave the workforce. Open conversations allow employers to retain valuable talent by offering flexible working options, creating a culture of understanding, and reducing the risk of women leaving due to unaddressed health concerns.

• Menopause isn’t just a women’s issue; it affects colleagues, teams, and managers. Open conversations educate everyone, helping colleagues better understand and support those experiencing symptoms. Managers can learn how to provide the right support, such as making reasonable accommodations or adjusting workloads during more challenging periods.

In essence, open conversations can lead to higher morale, better talent retention, and a more engaged, productive team.”

• It’s estimated that of the 33m people employed in the UK, nearly 6m of those are experiencing menopause.
• Menopause can have a huge impact on people’s lives: 3 in 4 experience symptoms and 70% experience stress as a result.
• From a professional perspective, these people are often at the peak of their professional careers, yet 14% go part-time and 10% actually leave work.
• Shining a light on menopause at work is the right thing to do, and it’s good for your organisation’s bottom line too, with benefits including boosted productivity, decrease absenteeism and retention of experienced talent.