Today is World Menopause Day, a moment to spotlight one of the most overlooked yet urgent issues in workplace wellbeing. Menopause affects millions of employees across the UK, and as more women work into their 40s, 50s, and beyond, it’s no longer a niche concern. It’s a workforce reality.

Yet menopause remains under-supported. Many employees face symptoms that affect their confidence, productivity, and mental health, often in silence. With retention, inclusion, and wellbeing on the line, now is the time for employers to take action.

Menopause Is a Workplace Issue

Menopause typically occurs between ages 45 and 55, bringing symptoms like hot flashes, brain fog, anxiety, fatigue, and sleep disruption. These challenges don’t stop at the office door, they impact how people work, lead, and collaborate.

Women over 50 are now the fastest-growing demographic in the UK workforce. According to the UK Government’s Menopause in the Workplace Literature Review (2025), many women report that symptoms impair their confidence and ability to do their jobs effectively. Workplace conditions, such as uniforms or lack of control over temperature, can intensify symptoms and reduce job satisfaction.

According to the most recent publications by CIPD in 2023, 73% of working women aged 40–60 have experienced menopause-related symptoms, with 67% reporting psychological effects such as anxiety, depression, and memory loss. Over half (53%) said they had missed work due to symptoms. Yet only 24% of UK organisations have a menopause policy in place.

What’s Holding Progress Back?

Despite rising awareness, support remains inconsistent. The government review found that employer action is “disparate and uneven,” and stigma still prevents many from speaking up. Managers often lack training, and practical adjustments are rare, leaving many to struggle without support.

Reasons to Be Hopeful

Change is happening. More organisations are recognising menopause as a key part of their wellbeing strategy. Government guidance is evolving, and campaigns like Menopause Friendly and Wellbeing of Women are helping shift the conversation.

There’s also growing awareness of the economic impact. The UK Government estimates menopause-related unemployment costs the economy £1.5 billion annually, with a further £191 million due to absenteeism and £22.4 million from presenteeism. Supporting employees isn’t just about wellbeing, it’s about workforce resilience and inclusion.

What Employers Can Do

Forward-thinking organisations are already taking steps. Here’s how others can follow:

• Start the conversation: Normalise menopause in workplace dialogue. Train managers to listen and support.

• Create a policy: A clear framework shows commitment and provides guidance.

• Offer flexibility: Adjusted hours and remote options can make a big difference.

• Make practical changes: Cooler workspaces, rest areas, and mental health support help employees manage symptoms.

• Be inclusive: Recognise that menopause affects people differently, and tailor support accordingly.

A Call to Action

Menopause isn’t a weakness. It’s a natural life stage, and with the right support, employees can thrive.

This World Menopause Day, let’s move beyond awareness. Let’s build workplaces where everyone feels seen, heard, and supported, at every stage of life.

Sources:

• UK Government – Menopause in the Workplace Literature Review (2025)

• CIPD – Menopause in the Workplace: Employee Experiences (2023)

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