How dental practices can support colleagues experiencing the menopause

To mark World Menopause Month and World Menopause Day on 18^th October, Practice Plan Regional Support Manager, Jayne Gibson, offers some advice for practice owners and managers on how to support colleagues experiencing symptoms of the menopause and perimenopause.

Perimenopause and menopause are natural stages of life; however, they can have a huge impact on the working life of many women. Dentistry is a female-dominated profession and so the need to be able to offer support is critical. According to figures published by the General Dental Council (GDC) in April 2025, 53.2% of dentists registered are female, as are 92.5% of Dental Care Professionals (DCPs). That means that 78% of all people registered with the GDC are women. Therefore, menopause and perimenopause are likely to affect employees in the majority of dental practices at some point.

It can have a huge impact upon a woman’s working life. Sadly, a Fawcett Society survey found that one in ten of the women who responded had left a job because of their symptoms of menopause. With the current state of recruitment in the dental sector, the risk of losing experienced staff through lack of support or understanding is one practices cannot afford to ignore.

Why Menopause matters in dentistry

The symptoms of menopause or perimenopause typically start to appear between ages 45 and 55, though they can start earlier. They can include hot flushes, fatigue, insomnia, brain fog, anxiety, depression, memory problems, weight gain, plus many more. Brain fog and memory impairment in particular can have an adverse effect upon a woman’s confidence. Unmanaged symptoms can lead to stress and reduced performance.

It’s important to support women experiencing these symptoms. Often, because of the age at which menopause starts, they will have considerable experience under their belt meaning there is a clear business as well as a personal case for supporting them during this time.

Legal and regulatory implications

Employers have a duty under the Equality Act 2010 and the Health and Safety at Work Act 1974 to protect staff from discrimination and ensure safe working conditions. While menopause is not a standalone protected characteristic, symptoms can fall under the categories of age, sex, or disability discrimination. Failing to make reasonable adjustments could see the practice facing costly and time-consuming tribunal claims. A recent case resulted in an award of around £65,000 to the employee bringing the case.

In the future, the UK Employment Rights Bill will make menopause support a formal requirement, with large employers expected to publish Menopause Action Plans by 2027. Practices could act now to stay ahead of compliance and also demonstrate commitment to the wellbeing of their staff by formulating their own menopause policies.

Practical steps for practices

1. Introduce a Menopause Policy A clear, inclusive policy signals that your practice takes menopause seriously. It should:
   • Define menopause and the potential impact it could have on work
   • Outline what support and adjustments are available
   • Provide guidance for managers and supervisors on how to handle conversations sensitively
   • Include confidentiality assurances and signposting to resources.
2. Ensure managers and team leaders are trained. Even now some employees feel there is a stigma around menopause-related issues and so hesitate to raise issues. Training your staff to understand symptoms, legal obligations, and practical adjustments helps foster a culture of openness which helps reduce fear of discrimination. There are many organisations that now offer training on how to deal with menopause matters at work. A quick online search should help you find one that suits your needs.
3. Offer Flexible Working Options Symptoms like fatigue and insomnia can make rigid schedules challenging. Consider:
   • Adjusting start and finish times
   • If appropriate to the staff member’s role, allowing remote admin work
   • Providing extra breaks during long clinical sessions.
4. Review uniform and environment Dealing with a hot flush in certain types of dental uniforms can make life extremely uncomfortable. Lightweight fabrics or alternative (looser fitting) options can help. Fans, good ventilation and access to cool drinking water in clinical areas can also help.
5. Create a supportive culture Menopause is a natural stage of life, so normalising conversations about it can be helpful. You could consider having a “menopause champion” within the team to provide support to colleagues and signpost them to help and resources. As a leader, you may want to signify your support by signing a Menopause Workplace Pledge. This will help to reinforce that staff wellbeing during the menopause is a priority and not a taboo.
6. Prioritise Mental Wellbeing Unfortunately, anxiety and low mood are common symptoms experienced during the menopause. If you have trained Mental Health First Aiders (MHFA) make sure they are equipped to signpost people to mental health resources, whether that be through Employee Assistance Programmes or by signposting to external support. Also, simple gestures of support such as checking in regularly can make a big difference.

The benefits of getting things right

Supporting employees through menopause is about much more than just compliance. It’s about morale, employee retention and patient care. A menopause-friendly practice:

• Reduces absenteeism and staff turnover
• Improves productivity and engagement
• Enhances its reputation as an inclusive employer.

Ultimately, creating a workplace where staff feel understood and supported benefits everyone, patients included. By adopting and implementing policies, training, and cultural change, practices can ensure that colleagues going through the menopause can be treated with dignity, empathy, and professionalism.

Jayne Gibson

Regional Support Manager

Jayne Gibson has been a Regional Support Manager at Practice Plan for 17 years and has 19 years’ experience in the dental industry.