Menopause Awareness Month: the SSAFA Menopause Café

22 October 2026

October is Menopause Awareness Month – and SSAFA is very proud of the work one of our colleagues has done to create a “Menopause Café” – a place for SSAFA staff to come together and discuss the impact of menopause on their professional and personal lives.  The following article is by a SSAFA Welfare Officer, who recounts her journey setting up and running the Menopause Café.

SSAFA’s Menopause Café is hosted every month online and is open to all employees of SSAFA. This came about because of my own menopause journey and a feeling that I had a lack of knowledge and information and no idea where to go for support. 

Professionally I started to experience shame and embarrassment and a sense of ‘not being good enough’ at my job. Like many women my journey started at around the age of 51, and it was when I was about 55 that the symptoms really started to take hold. In particular, the brain fog, the internal heat which came from nowhere and a challenge to write anything in literate sentences. My manager had noticed and I started to feel that there was something wrong with me. 

Whilst 51 might be the average for many women, one in 100 women will experience menopause under the age of 40 and one in 1000 women under the age of 30. The impact can be devastating to self-esteem and body image with many being diagnosed with anxiety and stress and having to take time out of the workplace. There is also the emotional impact of becoming aware that the opportunity to have children has passed and the corresponding grief that can come with that. 

I became curious as to how the menopause might also be impacting my service users, especially women who were being told they were suffering with anxiety, and I wanted to encourage a culture of being curious and asking questions outside of the obvious. 

In discussion with my line manager about the impact of symptoms there came an increasing awareness that this was affecting others, but we didn’t know how to talk about it and didn’t have the tools and support available as professionals in the workplace. 

A post on Facebook led to a discussion with some of my colleagues and an initial scoping email revealed that over 50% of my peers were interested in developing a strategy within SSAFA. 

I ran some workshops and the key themes that developed were that we wanted information sharing, access to help, and increased knowledge and awareness of line managers. There were 2 desired outcomes as a result:

• Peer support; recognition; acknowledgment - safe female only space
• Workplace awareness and recognition - all genders and identities; cross organisation, regardless of role

There was acknowledgment and recognition that this is an area for open transparent discussion. We wanted to remove the jokes, taboos and put-downs that some women were experiencing in the workplace. We wanted understanding of the impact of the symptoms of menopause and perimenopause on our work – we wanted empathy and understanding from line managers. It was clear that we needed a discrete Menopause in the Workplace policy with easy access to resources, guidance and advice. 

The group members contributed so much, and I am delighted that SSAFA now has a clear menopause policy and there are online e-learning courses dedicated to this subject. I have run awareness raising sessions for managers, run the monthly Café for over 4 years and provided 1:1 advice when requested. 

It should be possible for conversations about the menopause to take place in the workplace and for employees to be signposted to support, care and treatment. Colleagues have provided the following feedback which says far more than my words can convey on their own.

Menopause is not only an issue for those experiencing it. Male colleagues, managers, and importantly, family members can help by listening without judgement, avoiding jokes or assumptions, recognising that symptoms can fluctuate, and asking – how, when and where appropriate – what practical support would be useful.

“When the invitation hit my inbox, it was heaven sent. I was having a really bad couple of days with brain fog, anxiety and depression. The first thing I did was ask my manager to attend.”

“I wish my manager/colleagues could understand that I may need a little help, if I mix up my words or forget a word that they step in and help in a kind, not condescending way. I would like them to understand how frightening it can be for your brain to go totally blank, for the uncontrollable waves of anxiety and how much pain the joint aches and stomach issues can be.”
 
“I feel it is extremely important to have a workplace menopause policy in place to enable workers to feel supported, included, understood, and valued. The group has certainly provided the essential support and resources we were all reaching out for, it has also improved our wellbeing and confidence and most certainly reduced the stigma surrounding the menopause. The fact that we can all speak openly and honestly about the challenges we face on a daily basis has made a huge difference to the group. This has helped and enabled managers to recognise the challenges the menopause can bring for employees and to identify and provide appropriate support. I feel that the policy benefits both employees and SSAFA as an organisation by promoting a healthier workplace”

Whether you’re experiencing menopause yourself, supporting a colleague or family member, or managing a team, small, practical actions can make a real difference. If you’re:

• experiencing menopause: speak to someone you trust and consider what adjustments could help you at work.
• a colleague or family member: listen without judgement, avoid jokes or assumptions, and ask how you can offer practical support.
• a manager: start a confidential conversation, recognise that symptoms can vary, and agree what reasonable support can be provided.