Awareness around menopause – the symptoms, the impact, and its effect on women in the workplace – has surged in recent years. From a personal perspective, it’s been remarkable to watch the conversation become part of the mainstream. For many women, hearing about the experiences of others and having a greater understanding of symptoms and treatments has provided validation, hope, and comfort during what can feel like an incredibly isolating life transition.
High-profile figures – like Davina McCall, Emma Thompson, and Gabby Logan – alongside MPs, campaigners, and charities, have done much of the heavy lifting, bringing the menopause out from the shadows and into the spotlight.
And in 2022, the Fawcett Society published a landmark study which offered the working world a much clearer picture of the reality for menopausal women: 14% of women experiencing menopause symptoms reduce their hours, another 14% switch to part-time work, 8% hold back from applying for promotion, and one in ten leave the workforce altogether.
That study wasn’t just about raising awareness–it was a wake-up call for employers. It showed that a significant portion of their workforce was struggling to stay afloat without adequate provision or support, driving many talented employees to quietly step away.
The cost of poor menopause support
Many organisations did wake up, taking steps to create menopause-friendly workplaces and recognising that the impact isn’t just on an individual, it’s on businesses and the economy too–the majority of which is preventable.
A recent government-commissioned review found that the cost to the UK economy of women leaving work due to menopausal symptoms is around £1.5bn a year. Another £191m is lost to absence, while presenteeism adds a further £22.4m.
Yet despite this rising awareness, commitment and action still lag in many workplaces. Menopause remains one of the least openly discussed health topics at work, sometimes reduced to hushed conversations among women who often feel the need to hide their symptoms–fear of being judged as less capable or competent keeps too many employees silent.
Targeted action, not gimmicks, makes the difference
Change, I hope, is on the horizon. For the first time, menopause is named directly in proposed employment legislation, alongside the gender pay gap. Under the Government’s Employment Rights Bill, large organisations will be legally required to introduce menopause action plans from 2027. Smaller firms will be encouraged to follow voluntarily, with guidance available from next year.
But forward-thinking organisations aren’t waiting for legislation. They know that meaningful support makes a difference – not just for women, but for business – and it’s considered action, not slogans and gimmicks, that count.
What can employers do to take meaningful action now?
1. Ask, don’t assume: Menopause looks different for everyone. Some experience no or mild symptoms, whilst others face life-changing challenges. Managers should encourage open, judgement-free conversations so employees can express their needs. And don’t assume time off is the answer–for many, work provides identity and purpose. Removing that can be counterproductive.
2. Flexibility matters–in every sense: Flexible working is often essential for women managing symptoms, helping them stay in their roles and continue progressing. But true flexibility isn’t one-size-fits-all, it’s about enabling women to balance their health with career aspirations so they can continue progressing, not just coping.
3. Prioritise regular check-ins: Falling estrogen can affect serotonin and cortisol, impacting mood, confidence, and mental health. Symptoms like brain fog and self-doubt can make women hesitant to pursue new opportunities. The CIPD found that 27% of women aged 40–60 say menopause has negatively affected their career progression. Regular, supportive check-ins from managers can help to counter this, ensuring those experiencing menopause feel they can remain aspirational in their roles.
4. Offer access to talking therapies: Talking therapies can help women manage symptoms like anxiety, irritability, and depression. Providing access to these through Employee Assistance Programmes (EAPs) or wellbeing initiatives ensures women feel supported not just physically, but mentally and emotionally too.
5. Empower managers to support: It’s one thing to expect a manager to support an employee through menopause, and it’s another for them to know how. Many managers want to be supportive, but simply don’t know how. Training can help them recognise the signs of menopause-related challenges, normalise the conversation, and respond with empathy and confidence. When managers feel comfortable leading these discussions, it creates a culture where employees feel safe to be open, ask for adjustments, and access the support available.
What this really boils down to is creating a workplace where every employee, at every stage of life, can thrive. Employers who invest in well thought through support today, will not only hold onto their talent but they’ll also build stronger, more inclusive, and resilient organisations for the future. And isn’t that what all employers want?
-ENDS-
About Michelle Robinson Hayes, mental health trainer and preventative services lead, Vita Health Group
The post Awareness around menopause isn’t enough–it’s time employers take action first appeared on HR News.