How Public Health Wales supports menopause and wellbeing at work
Public Health Wales has strengthened support for staff experiencing menopause by raising awareness, providing guidance and resources, embedding menopause within its wellbeing and equality initiatives and encouraging open conversations across the organisation.
Through manager support, flexible working, workplace adjustments and peer support initiatives such as the Menopause Café, Public Health Wales is helping to create a more inclusive, understanding and menopause-friendly workplace where staff feel supported to thrive.
Organisation overview
Public Health Wales is the national public health agency for Wales, working to protect and improve health and wellbeing, reduce health inequalities and support healthier communities across the country.
The organisation employs over 2,300 staff working across a wide range of disciplines, including health protection, health improvement, screening, microbiology, public health intelligence, research and policy.
As a public sector healthcare organisation, Public Health Wales is committed to developing an inclusive, supportive and healthy workplace that enables all staff to thrive and contribute to its mission of building a healthier, fairer Wales.
Flexible working plays an important role in supporting employee wellbeing, inclusion and work-life balance. Public Health Wales is committed to providing flexible working opportunities that enable staff to work in ways that support their personal circumstances while continuing to deliver high-quality public health services.
The challenge
With 73% of the Public Health Wales workforce identifying as women and around half of all staff aged over 40, menopause is an important workplace consideration for many members of staff.
Menopause can bring a range of physical, emotional and psychological symptoms that may affect health, wellbeing, confidence and work performance. Public Health Wales recognised the need to ensure staff experiencing menopause felt supported, understood and able to access appropriate advice and workplace adjustments when required.
The organisation also identified an opportunity to increase awareness of menopause across the workforce, reduce stigma and equip managers with the confidence and knowledge to have supportive conversations with staff.
What did Public Health Wales do?
Public Health Wales took a proactive approach by embedding menopause awareness and support within its wider wellbeing, equality, diversity and inclusion agenda.
Key actions included:
- Developing menopause guidance and resources to help staff understand menopause and access appropriate support
- Delivering information and awareness-raising activities to increase understanding, challenge misconceptions and encourage open conversations about menopause at work
- Providing managers with guidance and resources to support sensitive conversations and the consideration of reasonable workplace adjustments
- Promoting flexible working arrangements to help staff manage menopausal symptoms alongside their work responsibilities
- Integrating menopause into wider wellbeing initiatives, recognising the impact it can have on both physical health and mental wellbeing
- Creating a workplace culture where staff feel safe discussing menopause and seeking support without fear of judgement or discrimination
- Encouraging access to occupational health services, employee wellbeing support and staff networks
- Establishing a Menopause Café, providing a safe, informal and supportive environment where staff can share experiences, access peer support and learn more about menopause
Through these actions, Public Health Wales has strengthened its commitment to creating a menopause-friendly workplace where staff feel supported, valued and empowered to manage their health and wellbeing at work.
The results
Public Health Wales’ work to support menopause and wellbeing has contributed to a more open, informed and inclusive workplace culture. Staff have greater access to information, support and workplace adjustments and are increasingly confident discussing menopause and seeking support when needed.
Key outcomes include:
- Increased awareness and understanding of menopause across the organisation
- More open conversations about menopause, helping to reduce stigma and challenge misconceptions
- Greater confidence among managers in supporting staff experiencing menopausal symptoms
- Improved visibility and uptake of wellbeing resources and support services
- Enhanced peer support through initiatives such as the Menopause Café, providing opportunities for staff to share experiences and learn from one another
- Better access to flexible working arrangements and workplace adjustments where appropriate
- A more inclusive workplace culture where staff feel valued, supported and able to perform at their best
Top tip for other employers
Make menopause a workplace wellbeing and inclusion priority, not just an individual health issue. Raising awareness, equipping managers with the confidence to have supportive conversations and creating safe spaces such as peer support groups or Menopause Cafés can help reduce stigma and ensure staff feel able to access the support they need to thrive at work.