Supporting Staff Through Menopause: Why Schools and Academies Should Engage

Supporting Staff Through Menopause: Why Schools and Academies Should Engage

October is World Menopause Awareness Month, a time to spotlight the impact of menopause on working life. With women over 50 among the fastest-growing workplace demographics, it’s vital that schools and academies recognise the challenges menopause can bring and take steps to support staff effectively.

Why Menopause Matters in Education

Menopause can affect every aspect of a person’s life - physically, emotionally, and professionally. In schools and academies, where the pace is fast and the demands are high, menopausal symptoms such as fatigue, anxiety, brain fog, and sleep disturbances can significantly impact teaching and support staff.

According to the Fawcett Society, around one in ten women leave work due to menopausal symptoms, contributing to a staggering £10 billion annual loss to the UK economy. For schools, this means the potential loss of experienced educators and support staff, a cost that goes beyond finances and affects continuity, morale, and student experience.

Legal Considerations for School Leaders

While menopause itself is not a protected characteristic under the Equality Act 2010, symptoms may intersect with protections against age, sex, and potentially disability discrimination. If symptoms are severe enough to impact daily functioning, schools may be legally required to make reasonable adjustments.

This is particularly relevant in education, where staff may be expected to manage classrooms, attend meetings, and maintain high levels of engagement — all of which can be challenging during menopause without appropriate support.

Menopause in the Employment Rights Bill

It is important to be aware the Bill names menopause directly as a workplace issue, alongside gender pay gap reporting.

It marks a historic shift in employment law, whilst not recognising menopause as a protected characteristic, menopause will be seen as a legitimate factor affecting workplace equality, wellbeing, and retention.

Menopause Action Plans

Under the Bill large employers (250+ staff) will be legally required to publish Menopause Action Plans starting in 2027. These plans must outline evidence-based actions to support employees going through menopause. Smaller employers will be encouraged to follow voluntarily, with guidance available from 2026.

What Action Plans May Include

• Manager training on menopause awareness
• Flexible working arrangements
• Adjustments to uniforms, temperature, and facilities
• Clear reporting and support channels
• Integration with wellbeing and health benefits

Practical Steps Schools and Academies can be looking to take now

To foster a supportive and inclusive environment, schools and academies can take the following steps:

1. Develop a Menopause Policy

Create a clear policy outlining the school’s commitment to supporting staff experiencing menopause. This should include available resources, adjustments, and points of contact.

2. Train Line Managers and SLT

Equip senior leaders and line managers with the knowledge to identify when staff may be struggling and how to respond sensitively and effectively.

3. Offer Individualised Support

Conduct risk assessments and offer flexible adjustments, such as changes to timetables, access to quiet spaces, or remote working options that reflect the changing nature of symptoms.

4. Utilise Employee Assistance Programmes (EAPs)

Ensure staff are aware of and can access confidential support services, including counselling and health advice.

5. Promote Education and Awareness

Host workshops or share resources to educate all staff about menopause, reducing stigma and encouraging open conversations.

6. Create Peer Support Networks

Encourage the formation of staff support groups where experiences can be shared and advice exchanged in a safe, understanding environment.

Menopause is a natural life stage, but its impact on working life, especially in high-pressure environments like schools, can be profound. By recognising the challenges and proactively supporting staff, schools and academies can retain experienced professionals, foster a culture of empathy, and ensure that all staff feel valued and understood.

World Menopause Awareness Month highlights the importance of awareness and schools' role in making a difference.