Guidance Note
The £100 Workplace Challenge: Creating a Menopause-Friendly Workplace on a Budget
Imagine you had £100 to make your workplace more supportive for employees experiencing menopause. No expensive refurbishment. No lengthy HR project. Just £100. Here is how to spend it.
Last reviewed: August 2026
As an accountant, I'm always looking for the best return on investment. When it comes to supporting employees through menopause, that return isn't just financial. It's about improving comfort, retaining experienced employees and creating a workplace where people can do their best work.
Budget: £100
Desk fan
£25A desk fan is probably one of the simplest and most effective workplace adjustments you can make. Hot flushes are one of the most common menopause symptoms. Having immediate access to cool air can help an employee feel more comfortable and reduce the anxiety that often accompanies a sudden hot flush. It's a relatively small purchase that can have a significant impact on someone's working day.
Insulated water bottle
£15Staying hydrated is important for everyone, but many people experiencing menopause find that drinking cold water helps them feel more comfortable throughout the day. Providing employees with a good-quality insulated water bottle allows them to keep drinks cooler for longer, whether they're working in the office or from home. It's a simple purchase that employees are likely to use every day.
Cooling towel
£10Cooling towels are inexpensive, reusable and easy to keep in a desk drawer or locker. When activated with cold water, they provide quick relief during hot flushes and can help employees cool down discreetly. They're small, practical and surprisingly effective.
Reduce heat and glare
£20Not every workplace has air conditioning. Sometimes the biggest improvement comes from reducing heat and glare in the workspace before they become a problem.
Footrest
£15Many people don't immediately think of a footrest as a menopause adjustment, but comfort is important. A footrest can improve posture, reduce discomfort during long periods of sitting and help employees who experience joint aches, muscle stiffness or leg swelling. It's also a workplace adjustment that benefits many employees, not just those experiencing menopause.
LED desk lamp
£15Light sensitivity and headaches are commonly reported alongside other menopause symptoms, and standard overhead office lighting isn't always easy to control. A simple, adjustable LED desk lamp gives employees greater control over their workspace, allowing them to increase or soften the light depending on the task they're working on or how they're feeling that day. It's a small purchase, but one an employee will use every day.
Total spend: £100
| Item | Approximate Cost |
|---|---|
| Desk fan | £25 |
| Insulated water bottle | £15 |
| Cooling towel | £10 |
| Reduce heat and glare | £20 |
| Footrest | £15 |
| LED desk lamp | £15 |
| Total | £100 |
Prices are approximate and based on typical UK retail prices at the time of writing.
Small changes can have a big impact
None of these purchases is expensive, but together they can help create a workplace where employees feel more comfortable, supported and able to do their best work. Supporting employees through menopause isn't about spending large amounts of money. It's about understanding the challenges they may be facing and making practical adjustments that can genuinely improve their working day. Sometimes it's the smallest changes that employees remember most. A desk fan, a cooler workspace or a simple adjustment to someone's working environment can make a real difference to comfort, confidence and productivity. Ultimately, creating a menopause-friendly workplace isn't measured by how much you spend. It's measured by whether your employees feel listened to, supported and able to do their best work.
What wouldn't cost anything?
In reality, some of the most effective workplace adjustments don't cost a penny.
- Allow flexible start and finish times.
- Relax the dress code where appropriate.
- Move workstations away from direct sunlight.
- Allow additional comfort breaks.
- Hold regular check-ins.
- Allow employees to use personal desk fans.
- Ensure easy access to cold drinking water.
- Share written meeting notes afterwards.
- Allow employees to dress in lighter clothing where appropriate.
Small, free adjustments like these can be just as meaningful as anything you buy — and they're available to every business, regardless of budget.
The real investment isn't the £100
Replacing an experienced employee can cost thousands of pounds once recruitment fees, training, lost productivity and management time are taken into account. In comparison, investing around £100 in practical workplace adjustments is a relatively small price to pay if it helps retain a valued member of staff. Supporting employees through menopause isn't simply about complying with employment law. It's about creating a workplace where experienced employees feel valued, supported and able to perform at their best.
Could your workplace benefit from the £100 Challenge?
Take a look around your workplace today and ask yourself:
- Could an employee easily cool down during a hot flush?
- Is cold drinking water readily available?
- Is anyone sitting in direct sunlight all day?
- Are managers confident having conversations about menopause?
- Could a few inexpensive adjustments make someone's working day more comfortable?
You might be surprised how much difference £100 can make.
My challenge to you
If you had £100 to spend this week, how would you make your workplace more comfortable for your employees? The answer will be different for every business. The important thing isn't exactly what you buy. It's taking the first step. A menopause-friendly workplace isn't created by a single policy or an expensive refurbishment. It's built through practical adjustments, supportive conversations and a willingness to listen. Sometimes, it starts with something as simple as a £25 desk fan and a conversation.
Disclaimer: This article provides general guidance only. The workplace adjustments suggested may not be appropriate for every organisation or every employee. Employers should consider individual circumstances and discuss suitable adjustments with the employee wherever possible.