This article comes from Rachael Longmire Hunt: Psychotherapist, and Head of Clinical Specialist Services at CiC Wellbeing 

Menopause: the overlooked factor in work-related road risk

The best employers already manage many health-related risk factors in the workplace and, with World Menopause Day on October 18^th, it seems like a good time focus on how this much under discussed topic deserves similar consideration.

For many years, menopause was viewed as a private health issue with little relevance to employers. Today, that position is no longer sustainable. As workforces age and more women remain in driving, logistics, field-service and operational roles for longer, menopause is becoming an important but often overlooked factor in managing work-related road risk.

A menopause-friendly organisation recognises a simple reality: some of its most experienced, skilled and influential employees will experience perimenopause or menopause during their working lives. Common symptoms such as fatigue, poor sleep, anxiety, reduced concentration and cognitive difficulties can significantly impact work performance and, especially in safety-critical activities such as driving for work, this cannot be ignored. Yet many employees continue to suffer in silence due to stigma, embarrassment or fear of being judged. Employers who proactively support menopause can improve safety outcomes, enhance retention, reduce absence and strengthen their duty-of-care culture.

Organisations have an important role to play in providing a positive culture, so as to avoid the risk of losing experienced talent at the peak of their careers. When women leave the workforce prematurely, or don’t seek promotion, risks are that recruitment costs rise and organisational knowledge is lost. In turn, this impacts productivity and pathways to leadership weaken. Beyond workforce impacts, employers are increasingly exposed to legal and reputational risks. Employment tribunals are showing a greater willingness to consider menopause-related cases through the lens of age, sex and disability discrimination when organisations don’t recognise the need to make reasonable adjustments or respond appropriately to employee needs

However, the opportunity is far greater than simply avoiding risk. Evidence suggests that organisations which create supportive menopause cultures may benefit from improved retention of experienced employees, reduced sickness absence, enhanced wellbeing and greater workforce participation among midlife women.  They retain experienced employees, reduce absence, improve engagement and strengthen psychological safety across the workforce. When employees feel understood and supported during significant life transitions, trust in leadership increases, morale improves and organisational culture becomes more inclusive. Importantly, menopause support does not only benefit those directly experiencing symptoms. It increases awareness among colleagues, develops more compassionate managers and creates an environment where people feel able to discuss ALL health and wellbeing issues openly.

What can we do?  Practical measures often include manager education, clear workplace policies, flexible working arrangements where appropriate, access to wellbeing support services, environmental adjustments and employee networks or champions. The organisations that go further than just awareness, build a culture that enables genuine support.

Forward-thinking employers are also recognising menopause as part of a broader diversity, equity and inclusion strategy. Supporting menopause helps tackle gender inequity, protects valuable leadership talent and demonstrates a commitment to creating workplaces where people can succeed at every stage of life. In a competitive labour market, this matters. Employees increasingly want to work for organisations that demonstrate empathy, inclusion and a genuine commitment to wellbeing.

Ultimately, menopause-friendly organisations are not just supporting a group of employees. They are investing in business resilience, workforce sustainability and better leadership. That is not a wellbeing initiative – it is good business.

CiC Wellbeing are delighted to offer Driving for Better Business members a discounted rate on the Strong Steady Confident programme. This is a fixed rate based on total employee headcount and includes self-selection access to all webinars. Please contact, Claire Neal, Workplace Mental Health Specialist, stating you are a DfBB member, to find out more. cneal@cicwellbeing.com