Menopause in the workplace

Why Change Is Needed Now

Menopause in the workplace is finally being recognised as a serious issue but for too long, too many women have felt forced to walk away from jobs they worked so hard for. Since becoming an Accredited Menopause and Hormone Health Training Partner, I’ve spoken to countless women who felt they could no longer function in the way they used to. That shouldn’t be the norm, and thankfully, change is starting to happen.

It’s encouraging that the Government is taking menopause and hormone health seriously. As part of the Employment Rights Bill, from April 2026 employers can choose to have menopause action plans. By 2027, they will be mandatory for organisations with more than 250 employees. For the first time, menopause and menstruation are being acknowledged at a legislative level as core issues of gender equality and workplace wellbeing.

What About Smaller Businesses?

The thousands of businesses with fewer than 250 employees won’t be obliged to have measures in place. But in terms of recruitment and retention, it makes perfect sense for companies to create menopause action plans. Doing so sends a strong message: they understand life’s changes and want to build an inclusive culture.

Those who want to lead the charge will act sooner rather than later. They will show employees that they care, value their people, and want to create workplaces where everyone can be their best. These businesses will also see it as part of their social responsibility.

One Size Does Not Fit All

Some people sail through menopause with minimal symptoms. Others face a tough, exhausting, and often isolating journey. The sector an individual works in can also be a challenge. For example, it may be easier to implement reasonable adjustments for someone working in an office. But it is much harder for a bus driver or production line worker. That’s why “off the shelf” action plans won’t work. One size absolutely does not fit all.

Human Impact

The statistics are compelling:

One in 10 women leave their job due to menopause symptoms (Fawcett Society, 2022)
99% say symptoms negatively affect their career (Newson Health Survey, 2021)
60% of women said that the decline in memory was the hardest symptom for them at work, leading to reduced confidence in their own ability (Seattle Midlife Women’s Health study)
Suicide rates for women aged 45 to 54 fall in line with the most common age for perimenopause and menopause, and have risen 6% in 20 years (ONS)

Perimenopause vs. Menopause

Perimenopause is the build-up that can last four to 12 years before menopause, when people will start to notice changes. Symptoms commonly start to appear in the early 40s, but for many, it can be mid to late 30s.

Menopause is defined as one year without a period, with the average age of menopause in the UK being 51. For Black women, it’s 49 years, dropping to 46 years for Indian women, and around one in 100 experience the menopause before the age of 40.

Earlier Onset and Sudden Triggers

Perimenopause often starts in the 40s, but for some, it begins in their 30s
Menopause can come on suddenly due to cancer treatment like chemotherapy or ovary removal
It’s more than just hot flushes. It affects mind, emotions, relationships, and work

Symptoms Are More Than Just Physical

Physical symptoms include hot and cold flushes, aching joints, tinnitus, overwhelming tiredness, weight gain, and difficulty sleeping. Others include needing to pee more often, hair loss, UTIs, and increased noise sensitivities.

Mental and emotional symptoms can be just as intense. Anxiety, brain fog, mood changes, intense rage, loss of confidence, panic attacks, low libido, paranoia, and crying. It’s no wonder many feel completely alone and isolated.

The Ripple Effect on Relationships

Everyone is affected during this period of change: friends, family members, and work colleagues. Partners often wish to be supportive, but many haven’t been educated about menopause. They simply don’t know how to help.

Symptoms such as brain fog, “the rage,” loss of confidence, and lack of libido can all hurt relationships. Research shows 63% of men say their partner’s symptoms personally affected them (MATE survey, 2019). Of these, 31% made an effort to be more patient. Another 11% admitted to trying to stay out of the way.

Creating Supportive Workplaces

Normalising conversations helps. So does training and creating workplace menopause champions. These steps can have a huge positive impact on how people see menopause.

And for those in their twenties, knowing what to expect builds readiness. It also creates empathy for the changes in their own and others’ bodies.

A few meaningful steps every employer can take:

Create a Menopause Policy that actually helps. Avoid tick-box templates. Include clear language, examples of adjustments, and links to support services.
Train line managers to have confident conversations. One uncomfortable chat should never be the reason someone resigns.
Introduce a Menopause Action Plan. Outline support, delivery, and how success will be measured.
Audit your culture and environment. This includes absence policy flexibility, uniform materials, and workspace adaptations.
Include everyone in the conversation. Menopause affects a wider group than many assume.