Menopause is not simply a wellbeing issue. It can also be a workforce retention issue.
Mentally Fit Minds helps Welsh adult social care providers identify menopause-related workforce challenges, equip care managers and implement practical workplace support. We go beyond awareness training to help turn policies and good intentions into action.
A Welsh Government survey found that 34.7% of social care worker respondents were aged 45–59, with 77% identifying as female.
Sources: Welsh Government, Real Living Wage for Social Care Workers: Impact Evaluation, 2025; Social Care Wales, Have Your Say Workforce Survey, 2025. Statistics describe survey respondents.
Perimenopause commonly begins in the mid-40s and can continue for several years. That makes menopause a relevant consideration for any care provider seeking to retain experienced care workers.
A positive working relationship does not necessarily mean a care worker feels confident discussing menopause symptoms or asking for adjustments. Care managers may already be supportive but still need menopause-specific knowledge, confidence and practical tools.
The question is not whether your care managers care. It is whether they are equipped to provide the right menopause support.
With over 20 years’ experience in workplace learning, adult education, coaching and community wellbeing, Monigho’s focus is not simply helping care providers understand menopause, but helping them implement support that works.
Leann Cross
Director, Home-Start Greenwich
We help care providers move from recognising related workforce challenges to introducing practical and sustainable support.
Identify potential menopause-related barriers affecting care workers and retention.
Workforce Menopause Review:
Where difficulties, practices or gaps in support may be affecting care workers.
Equip care managers to have sensitive conversations and provide appropriate support.
Turn menopause policies into everyday workplace practice, and keep it working.
A menopause policy or strategy is a valuable starting point. However, effective implementation is the goal.
A practical guide to help care managers support staff with mental health or menopause-related concerns, without worrying about saying the wrong thing.
A care worker may continue performing their duties while experiencing symptoms that make everyday tasks more difficult.
Brain Fog and Concentration
Memory and concentration difficulties can affect confidence and everyday tasks.
“I just came off the phone and forgot every word of the conversation and could not remember what to do. I sometimes worry that tiredness will affect my concentration, my ability to follow care plans, and the safety of the people I support.”
Difficulty Sleeping
Broken sleep causes tiredness and makes early shifts harder.
“It leaves me feeling exhausted before my shift even begins, especially if I have night sweats too. Broken sleep can also make me more irritable and less patient, which affects my relationship with colleagues and how I sometimes treat clients.”
Anxiety and Confidence
A once calm, confident person can become anxious, a worrier and an overthinker.
"This has made me doubt myself in situations where I used to feel calm and capable. I am now anxious and a worrier. I overthink decisions, repeatedly check my work, and worry about making mistakes. I mask this by withdrawing. I also find it harder to speak up in team meetings or raise concerns with colleagues and managers.”
Effective menopause support can contribute to staff wellbeing, workforce stability and good leadership within Welsh care providers.
The Equality Act 2010 may protect employees experiencing menopause-related difficulties where protected characteristics are engaged. Relevant duties may include making reasonable adjustments.
CIW considers leadership, management and workforce arrangements when assessing regulated care services. Effective staff support can contribute to wider workforce wellbeing and quality-of-care arrangements.
Acas provides guidance on menopause conversations, workplace support and adjustments. Care providers must also manage relevant workplace health and safety risks.
BS ISO 45010 and ISO 45003 provide voluntary guidance relevant to menopause support and psychological health at work.
Workforce Menopause Review
Understand where menopause-related difficulties, existing workplace practices or gaps in support may be affecting care workers.
Strategy and Implementation
Develop practical action plans, strengthen care manager capability and introduce appropriate workplace support.
Review and Ongoing Support
Evaluate progress, gather feedback and help care providers maintain improvements.
Whether your care provider already has a menopause policy or is unsure where to begin, we can help you identify priorities and explore practical solutions.
Let us start with a conversation.
