Menopause and neurodivergence: why employers should pay attention

A diverse group of confident women standing together in a modern office environment

As workplaces across the UK grow more conscious of supporting neurodivergent employees and those going through menopause, it’s crucial to recognise the unique challenges faced by each group. Menopause is more than hot flushes, mood swings, and “brain fog,” and symptoms can interfere with an individual’s daily functioning, including at work.

For neurodivergent individuals, traits associated with conditions like ADHD, autism, and sensory processing differences can pose specific workplace challenges. While these are separate experiences, each group deserves dedicated, meaningful support from their employers.

Recent research has shown a link between neurodivergence and menopause, with many neurodivergent women reporting an intensification of their symptoms during this life stage. For example, nearly 64% of neurodivergent women surveyed in 2024 said that menopause worsened their existing neurodivergent traits, leading to increased struggles with concentration, mood regulation, and energy management.

Additionally, a survey from the UK’s Menopause Matters found that over 50% of neurodivergent individuals experiencing menopause feel that traditional workplace environments become harder to manage during this period.

Why neuroinclusion and menopause awareness matter for employers

Creating a supportive environment for neurodivergent employees and those undergoing menopause is central to a robust Diversity, Equity, and Inclusion (DEI) strategy.

According to the latest Menopause Matters survey, 900,000 women in the UK have left their jobs due to menopause-related symptoms, which also contribute significantly to sickness absence rates.

Additionally, CIPD (2024) reported that nearly 10% of all sickness absences in the UK can be linked to menopause, underlining the urgent need for employers to address this issue proactively.

Neurodivergent employees also face considerable challenges: 72% of autistic adults in employment report that sensory overload, anxiety, and stress directly impact their sickness absence and productivity levels.

Meanwhile, fostering neuroinclusion by offering sensory-friendly spaces and flexible policies allows neurodivergent employees to thrive without the added stress of conforming to rigid norms.

Whether you are a business or wellbeing leader, HR professional, advocate, or ally, your engagement is crucial in advancing neurodiversity in the workplace.

Despite the growing awareness, only 28% of managers had neurodiversity-related training in 2023, according to Neurodiversity at Work.

This statistic reveals a significant gap in understanding, which can prevent organisations from being truly inclusive. Training managers and leaders is essential for creating a workplace culture where neurodivergent employees feel understood and supported.

Supporting these groups reinforces an inclusive culture where everyone, regardless of life stage or neurological difference, can feel empowered and valued. A well-rounded DEI strategy that includes menopause awareness and neurodiversity training can increase retention rates, reduce sickness absence, and enhance overall employee satisfaction, making it a win-win for both employees and employers.

Our commitment to health, DEI and neuroinclusion

At OH One, we are committed to helping organisations understand the unique needs of both neurodivergent employees and employees experiencing menopause. Our training programmes address each subject independently, providing thorough, tailored guidance. By educating teams on menopause awareness and neurodiversity, we empower employers to strengthen their DEI initiatives and stay ahead of the curve.

Take proactive steps to create an inclusive, supportive workplace where every employee can thrive. At OH One, we offer bespoke menopause awareness and neurodiversity awareness training designed to reduce sickness absence, enhance neuroinclusion, and strengthen your DEI strategy. Empower your team and make a lasting impact on your organisation's culture.

Contact us to stay ahead of the curve and champion workplace wellbeing.