Menopause in the Workplace: A Business Priority

Each year, on 18 October, World Menopause Day raises awareness of a subject that touches half the population but is still too often ignored at work. Thankfully, the silence that once surrounded menopause is being broken, with more people speaking out and encouraging open conversations. Yet, in the workplace, many employees still feel they cannot discuss their symptoms with colleagues or managers, and too many employers remain unsure about what they should be doing to provide support.

At HR:4UK, we believe that this is no longer an issue that businesses can afford to brush aside. Supporting employees through menopause is both the right thing to do and a sound business decision.

The Impact of Menopause at Work

Menopause is a natural stage of life, but its impact can be wide-ranging and deeply personal. Some people experience it with few difficulties, while others find the symptoms overwhelming. Hot flushes, night sweats, sleep disturbances, anxiety, low mood, memory lapses, and fatigue are just a few of the challenges people report. These symptoms can last for years and affect every part of life, including performance and relationships at work.

The statistics tell a sobering story. Research shows that one in ten women have left their job because of menopause symptoms, while many others have reduced their hours, stepped back from promotion opportunities, or struggled in silence. This is not only a personal tragedy but a significant loss to businesses. Employees at this stage of their career often hold vital experience and knowledge that organisations can ill afford to lose.

Menopause is also linked to serious health risks. The Office for National Statistics has highlighted that suicide rates are highest among women aged 45 to 49 — the very age when perimenopause typically occurs. When symptoms are left unsupported, the consequences can go far beyond the workplace.

Why This Is a Business Issue

With the UK workforce ageing and government policy encouraging people over 50 to remain in or return to employment, organisations cannot ignore menopause. Add to this the ongoing challenge of attracting and retaining talent, and it becomes clear that creating a workplace where employees feel supported through menopause is not optional — it is essential.

Employers who fail to engage with this risk losing valuable staff at a time when the skills and experience of older workers are more important than ever. They also risk reputational damage and potential legal claims. Employment tribunal cases involving menopause have trebled in the last two years, with claims often linked to sex, age or disability discrimination. Even though menopause is not currently a protected characteristic under the Equality Act 2010, tribunals are increasingly recognising the duty on employers to respond appropriately.

The message is clear: businesses that choose to act now are not only protecting themselves from risk but also positioning themselves as inclusive, supportive employers of choice.

The Changing Legal and Political Landscape

There has been significant debate about whether menopause should be made a protected characteristic in its own right. While the government has stopped short of this, momentum is growing. The Employment Rights Bill, introduced in October 2024, proposes that larger employers will have to develop and publish Menopause Action Plans, setting out the steps they are taking to support staff.

Although these changes will not be immediate, and will initially affect only larger organisations, they send a strong signal. Employers of all sizes should start thinking now about how they support their workforce, rather than waiting for legislation to force the issue. By acting early, smaller businesses can avoid being caught out later, and, more importantly, can begin to foster a culture where menopause is not a taboo subject but a normal part of working life.

Creating a Supportive Workplace

So, what does supporting employees through menopause actually look like in practice? The first step is to ensure that policies and procedures recognise the issue. Some organisations have chosen to introduce specific menopause policies, while others weave menopause into existing wellbeing, equality, and flexible working policies. What matters is that employees know what support is available and feel confident that their employer will take their concerns seriously.

Training managers is also crucial. Often, the biggest barrier for employees is not the symptoms themselves but the difficulty of talking about them. Many feel embarrassed or fear that their concerns will be dismissed. This can be particularly challenging where a manager lacks understanding or confidence in having sensitive conversations. Equipping managers with the right knowledge and skills is therefore essential to building trust and breaking down stigma.

Support should also be practical. Adjustments will vary from one workplace to another but could include flexibility around working hours, opportunities to work from home, or simple changes to the physical environment such as ensuring good ventilation or access to rest areas. What matters is that support is tailored to the individual and that employees feel able to discuss what would help them.

Cultural change is just as important as policies and procedures. Employees need to know that talking about menopause is not a career risk, and that their concerns will be met with empathy rather than judgement. This is where open conversations, awareness sessions, and wellbeing initiatives can play a powerful role. Normalising discussion about menopause helps to remove the stigma and makes it easier for employees to seek support early, before problems escalate.

Why Action Now Matters

Menopause may feel like a private health matter, but it is very much a workplace issue. By providing the right support, employers can reduce absenteeism, improve productivity, and retain experienced staff who might otherwise feel forced out of work. Failing to act, on the other hand, carries significant risks — not only of legal claims but also of losing valuable people at a stage in their careers when they have the most to offer.

For small organisations in particular, where every employee makes a difference, this is critical. The good news is that creating a supportive culture around menopause does not require large budgets or complex programmes. It starts with awareness, openness, and a willingness to listen.

How HR:4UK Can Help

At HR:4UK, we understand the challenges small and medium-sized businesses face. You may not have an in-house HR team, but that doesn’t mean you cannot provide the right support. We can help you put in place tailored policies, deliver training for your managers, and guide you through the practical steps to ensure your workplace is inclusive and supportive.

This World Menopause Day, take the time to reflect on your business. Do your employees feel able to talk openly about menopause? Do your managers know how to respond? Do you have clear guidance in place? If the answer to any of these questions is “not yet”, we are here to help.

Menopause is not just a women’s issue. It is a workplace issue that affects everyone — whether directly or through colleagues, friends, or family. By taking action now, you can not only support your staff but also strengthen your business for the future.