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Menopause in the workplace Three

Health Shield — Thu, 01 Oct 2026 11:48:51 GMT

For many years, menopause has been viewed as a private health matter rather than a workplace conversation. But with more women than ever participating in the workforce, employers are increasingly recognising that menopause is an important part of employee health and wellbeing.

Menopause is a natural stage of life that affects millions of people across the UK. While every experience is different, symptoms such as fatigue, brain fog, anxiety, poor sleep, hot flushes and reduced confidence can have a significant impact on daily life, including work.

Creating a workplace where employees feel comfortable accessing information, having open conversations and seeking support isn’t simply about responding to a health issue. It’s about building an inclusive workplace where everyone has the opportunity to thrive.

As organisations place greater emphasis on employee wellbeing, menopause is rightly becoming an important part of wider health and wellbeing strategies.

Why menopause matters to every employer

According to The Menopause Charity, more than 33 million women in the UK will experience menopause during their lifetime. This means almost every workplace already employs people who are experiencing menopause, preparing for it or supporting someone who is.¹

The workforce itself is changing too.

The latest Government review highlights that, in the year to 2024, there were approximately 4.6 million economically active women aged between 50 and 64, alongside a further 5.4 million women aged 35 to 49 who may be approaching perimenopause.²

For many organisations, menopause is no longer an issue affecting a small proportion of employees. It has become a workplace wellbeing priority that deserves greater understanding and support.

Understanding menopause and perimenopause

Menopause marks the point when a person has gone 12 consecutive months without a menstrual period, signalling the end of their reproductive years. In the UK, the average age of menopause is 51, although symptoms often begin several years earlier during perimenopause.

Perimenopause can last for several years and is often when symptoms are at their most disruptive. Experiences vary considerably between individuals. Some people notice only mild changes, while others experience symptoms that significantly affect their daily lives.

Common symptoms include:

Hot flushes
Night sweats
Poor sleep
Brain fog
Anxiety
Low mood
Reduced concentration
Fatigue
Joint pain
Mood changes
Reduced confidence

Symptoms can fluctuate over time, making them difficult to predict and sometimes difficult to explain.

How menopause can affect employees at work

Although menopause is a natural life stage, its symptoms can create genuine challenges in the workplace.

Sleep disruption can lead to fatigue throughout the working day. Brain fog may affect concentration, memory and confidence. Anxiety or mood changes can make meetings, presentations or customer interactions more difficult than usual.

Some physical symptoms can also make working environments uncomfortable, particularly where employees wear specialist clothing or PPE, work in warm environments, undertake physically demanding roles or have limited access to rest areas.

The impact is not limited to office-based roles. Employees working in manufacturing, healthcare, retail, education, logistics, emergency services and many other sectors may all experience different challenges depending on their working environment.

Without understanding and appropriate support, employees may begin to lose confidence, reduce their hours or consider leaving work altogether.

The business case for supporting menopause

Supporting menopause can support your company in retaining experienced employees, protecting wellbeing and creating workplaces where people can continue performing at their best throughout every stage of life.

Research from The Menopause Charity estimates that 10% of women leave their jobs because of menopause symptoms.¹

For employers, this represents the loss of valuable experience, skills and leadership that may have taken years to develop.

Supporting employees through menopause can help organisations:

Retain experienced employees
Reduce avoidable sickness absence
Encourage open conversations about health
Improve employee wellbeing
Strengthen diversity, equity and inclusion
Demonstrate commitment to employee support
Build a more inclusive workplace culture

Importantly, many workplace adjustments are simple, inexpensive and beneficial to all employees, not just those experiencing menopause.

The current state of menopause support in UK workplaces

Awareness of menopause in the workplace has grown significantly over recent years, but there is still considerable progress to be made.

Research continues to show that menopause symptoms can affect confidence and working life.

Among UK defence staff surveyed by Wilman and King (2023), 53.5% said menopause symptoms negatively affected their productivity at work.³

Similarly, research conducted within the UK financial services sector found that:

53% of employees currently experiencing menopause said it made them feel less confident at work. 40% said menopause made it harder to enjoy their work.²

These findings highlight that menopause doesn’t simply affect physical health. It can also influence confidence, engagement and overall wellbeing.

Government guidance increasingly reflects this growing awareness.

In fact, organisations employing more than 250 employees are expected to have a Menopause Action Plan in place from Spring 2027, representing a significant shift towards embedding menopause support within workplace wellbeing strategies.⁴

Alongside guidance from organisations such as ACAS, The Menopause Charity and the government’s Keep Britain Working initiative, there is growing recognition that supporting menopause should form part of a wider commitment to employee health and wellbeing.

Forward-thinking employers are therefore moving beyond awareness campaigns and beginning to introduce practical support, manager training, workplace adjustments and health initiatives that help employees access support earlier.

Supporting menopause is part of supporting the whole person

Menopause doesn’t happen in isolation. Symptoms can affect physical health, mental wellbeing, confidence, relationships and even financial wellbeing when employees feel unable to continue working or reduce their hours.

That’s why the most effective organisations take a holistic approach.

Rather than treating menopause as a standalone initiative, they recognise it as an important part of their wider wellbeing strategy, creating workplaces where people feel informed, supported and able to access the right help at the right time.

In our next guide, we’ll explore the practical steps employers can take to build a menopause-friendly workplace, from manager training and workplace adjustments to health checks and specialist menopause support.

References

¹ The Menopause Charity. Menopause in the Workplace.https://themenopausecharity.org/

² UK Government. Menopause in the Workplace Literature Review.https://www.gov.uk/government/publications/menopause-in-the-workplace-literature-review/menopause-in-the-workplace-literature-review

³ UK Government literature review referencing Wilman & King (2023) and Beck & Financial Services Skills Commission (2021).https://www.gov.uk/government/publications/menopause-in-the-workplace-literature-review/menopause-in-the-workplace-literature-review

⁴ Making Menopause Work. Menopause Action Plans: A Guide to the Government’s Guidance.https://makingmenopausework.co.uk/menopause-action-plans-a-guide-to-the-governments-guidance/

Menopause in the workplace Two

Health Shield — Thu, 01 Oct 2026 11:48:15 GMT

As organisations place greater emphasis on employee wellbeing, menopause is rightly becoming an important part of wider health and wellbeing strategies.

Why menopause matters to every employer

The workforce itself is changing too.

For many organisations, menopause is no longer an issue affecting a small proportion of employees. It has become a workplace wellbeing priority that deserves greater understanding and support.

Understanding menopause and perimenopause

Common symptoms include:

Hot flushes
Night sweats
Poor sleep
Brain fog
Anxiety
Low mood
Reduced concentration
Fatigue
Joint pain
Mood changes
Reduced confidence

Symptoms can fluctuate over time, making them difficult to predict and sometimes difficult to explain.

How menopause can affect employees at work

Although menopause is a natural life stage, its symptoms can create genuine challenges in the workplace.

Without understanding and appropriate support, employees may begin to lose confidence, reduce their hours or consider leaving work altogether.

The business case for supporting menopause

Research from The Menopause Charity estimates that 10% of women leave their jobs because of menopause symptoms.¹

For employers, this represents the loss of valuable experience, skills and leadership that may have taken years to develop.

Supporting employees through menopause can help organisations:

Retain experienced employees
Reduce avoidable sickness absence
Encourage open conversations about health
Improve employee wellbeing
Strengthen diversity, equity and inclusion
Demonstrate commitment to employee support
Build a more inclusive workplace culture

Importantly, many workplace adjustments are simple, inexpensive and beneficial to all employees, not just those experiencing menopause.

The current state of menopause support in UK workplaces

Awareness of menopause in the workplace has grown significantly over recent years, but there is still considerable progress to be made.

Research continues to show that menopause symptoms can affect confidence and working life.

Among UK defence staff surveyed by Wilman and King (2023), 53.5% said menopause symptoms negatively affected their productivity at work.³

Similarly, research conducted within the UK financial services sector found that:

53% of employees currently experiencing menopause said it made them feel less confident at work. 40% said menopause made it harder to enjoy their work.²

These findings highlight that menopause doesn’t simply affect physical health. It can also influence confidence, engagement and overall wellbeing.

Government guidance increasingly reflects this growing awareness.

Supporting menopause is part of supporting the whole person

That’s why the most effective organisations take a holistic approach.

References

¹ The Menopause Charity. Menopause in the Workplace.https://themenopausecharity.org/

² UK Government. Menopause in the Workplace Literature Review.https://www.gov.uk/government/publications/menopause-in-the-workplace-literature-review/menopause-in-the-workplace-literature-review

⁴ Making Menopause Work. Menopause Action Plans: A Guide to the Government’s Guidance.https://makingmenopausework.co.uk/menopause-action-plans-a-guide-to-the-governments-guidance/

Menopause in the workplace

Health Shield — Thu, 01 Oct 2026 11:45:06 GMT

As organisations place greater emphasis on employee wellbeing, menopause is rightly becoming an important part of wider health and wellbeing strategies.

Why menopause matters to every employer

The workforce itself is changing too.

For many organisations, menopause is no longer an issue affecting a small proportion of employees. It has become a workplace wellbeing priority that deserves greater understanding and support.

Understanding menopause and perimenopause

Common symptoms include:

Hot flushes
Night sweats
Poor sleep
Brain fog
Anxiety
Low mood
Reduced concentration
Fatigue
Joint pain
Mood changes
Reduced confidence

Symptoms can fluctuate over time, making them difficult to predict and sometimes difficult to explain.

How menopause can affect employees at work

Although menopause is a natural life stage, its symptoms can create genuine challenges in the workplace.

Without understanding and appropriate support, employees may begin to lose confidence, reduce their hours or consider leaving work altogether.

The business case for supporting menopause

Research from The Menopause Charity estimates that 10% of women leave their jobs because of menopause symptoms.¹

For employers, this represents the loss of valuable experience, skills and leadership that may have taken years to develop.

Supporting employees through menopause can help organisations:

Retain experienced employees
Reduce avoidable sickness absence
Encourage open conversations about health
Improve employee wellbeing
Strengthen diversity, equity and inclusion
Demonstrate commitment to employee support
Build a more inclusive workplace culture

Importantly, many workplace adjustments are simple, inexpensive and beneficial to all employees, not just those experiencing menopause.

The current state of menopause support in UK workplaces

Awareness of menopause in the workplace has grown significantly over recent years, but there is still considerable progress to be made.

Research continues to show that menopause symptoms can affect confidence and working life.

Among UK defence staff surveyed by Wilman and King (2023), 53.5% said menopause symptoms negatively affected their productivity at work.³

Similarly, research conducted within the UK financial services sector found that:

53% of employees currently experiencing menopause said it made them feel less confident at work. 40% said menopause made it harder to enjoy their work.²

These findings highlight that menopause doesn’t simply affect physical health. It can also influence confidence, engagement and overall wellbeing.

Government guidance increasingly reflects this growing awareness.

Supporting menopause is part of supporting the whole person

That’s why the most effective organisations take a holistic approach.

References

¹ The Menopause Charity. Menopause in the Workplace.https://themenopausecharity.org/

² UK Government. Menopause in the Workplace Literature Review.https://www.gov.uk/government/publications/menopause-in-the-workplace-literature-review/menopause-in-the-workplace-literature-review

⁴ Making Menopause Work. Menopause Action Plans: A Guide to the Government’s Guidance.https://makingmenopausework.co.uk/menopause-action-plans-a-guide-to-the-governments-guidance/