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Menopause in the workplace
Why It Matters
Every woman will experience menopause, yet too many face it alone. Hot flushes, fatigue, anxiety, and disrupted sleep can affect concentration, performance, and confidence – often at the height of their careers.
With nearly one million women over 50 now in the UK workforce, supporting menopause at work is both a wellbeing and retention priority. Practical, menopause-aware support helps organisations retain experienced women and protect leadership talent.
The Business Case
Supporting menopause in the workplace is not only the right thing to do – it makes clear business sense. Employers who take action can:
Reduce absenteeism and turnover
Strengthen the leadership pipeline
Enhance DEI and wellbeing credentials
Improve morale, engagement, and performance
Employers who act now lead the way in building equitable, sustainable workplaces where all employees can thrive.
The Demographic Case
Menopausal Women Are the Fastest-Growing Workplace Demographic
Menstrual health is not a private matter – it’s a workplace wellbeing and productivity issue. Employers who take action benefit from:
25%
consider leaving work
14%
Reduce their hours
45%
report reduced productivity
By raising menopause awareness and providing structured workplace support, organisations can retain experienced staff and prevent the loss of valuable talent.
The Evidence
“In a UK study, 44% of menopausal women reported their ability to work was affected by their symptoms; yet 80% say their workplace has no basic support.” – Fawcett Society / Channel 4 Report (2022)
The 2024 UK Government study on menopause and workplace productivity found that early or severe menopause can directly reduce working hours or lead to increased sick leave.
The NHS Confederation (2024) estimates that menopause-related ill health costs the UK economy over £7 billion annually in lost productivity.
Mid-Career (Ages 35–50) –
Perimenopause
Prevalence:
Around 80% experience symptoms such as sleep disturbance, brain fog, mood changes, and heavy periods.
Work impact
1 in 10 leave work due to symptoms, while many others miss promotions or reduce hours.
Cost implication
Replacing a mid-level manager can cost over £30,000 in recruitment, training, and lost expertise.
Later Career (Ages 50–60+) –
Menopause & Post-Menopause
Prevalence:
4.5 million women aged 50–64 are in work; 80% experience symptoms, and 25% report them as severe.
work impact:
Those with severe symptoms report 30% lower work ability
Cost implication:
The NHS Confederation attributes £7 billion annually to menopause-related productivity loss.
Supporting Menopause at Work Is the Right Thing to Do
Three in four employees going through menopause experience symptoms, and for one in four, they are severe – ranging from physical symptoms such as hot flushes to psychological symptoms such as stress, anxiety, and loss of confidence.
However, 46% of women never disclose their symptoms for fear of stigma or being perceived negatively. Opening the conversation, training managers, and offering practical adjustments can make a life-changing difference.
Key statistics
75% experience menopause symptoms – 25% report them as severe
70% experience stress as a result
46% conceal symptoms due to fear of bias.
Legal Responsibilities: The Equality Act 2010
In 2024, the Equality and Human Rights Commission (EHRC) published its first menopause in the workplace guidance. If menopause symptoms have a long-term and substantial impact on someone’s ability to carry out normal day-to-day activities, they may be considered a disability under the Equality Act 2010.
This means employers have a legal obligation to make reasonable adjustments, such as:
Flexible working or adjusted hours
Access to rest spaces or temperature control
Adjusted workloads or flexible performance timelines
A growing number of tribunal decisions now cite menopause-related discrimination under equality and health & safety law. Proactive support is both a moral and legal safeguard.
Being Menopause-Friendly Benefits Your Organisation
Educating leaders and managers to understand menopause helps them support employees with empathy and confidence. This not only protects wellbeing – it drives better business performance.
Practical benefits include
Increased productivity
76% report difficulty concentrating; 70% experience stress; 67% lose confidence. Awareness and adjustments reduce these effects.
Lower absence levels
3 in 4 experience symptoms; 35% take time off, but only 9% disclose the reason. Openness reduces stigma and absenteeism.
Reduced recruitment costs
10% leave due to symptoms. With replacement costs averaging £6,100 per employee, retention delivers savings.
Stronger employer brand
52% of workers say wellbeing programmes are a must-have. As Gen X and Millennials reach menopausal age, proactive support attracts top talent.
Our Menopause Support Services
We provide workplace solutions that build understanding, compassion, and confidence across all levels.
Our services include
Menopause Awareness Training for all staff
Build empathy and understanding across teams
Manager & HR Specialist Workshops
Equip leaders to handle sensitive conversations and provide reasonable adjustments.
Digital Learning and Resource Hubs (coming soon)
Practical, on-demand materials to support your workplace strategy.
Next Step
Take the first step towards a more cycle-aware, inclusive workplace.
Download the Women’s Health Workplace Audit
A practical HR checklist covering menstrual health, PMS/PMDD, perimenopause, and menopause.
Book a Cycle-Aware Workplace Call
Explore how hormone-aware wellbeing could support retention, performance, and engagement in your organisation.