How a Menopause-Inclusive Culture Promotes Employee Retention

According to the CIPD and BUPA report, over 900,000 women in the UK have left their jobs due to a lack of menopause support. That’s nearly a million employees, often at the height of their expertise, walking away because workplaces aren’t equipped to help them navigate this natural life stage. It’s a loss no organisation can afford, but the good news is that building a menopause-inclusive culture can turn this around, boosting retention and creating a workplace where everyone is supported. 

Why Menopause Inclusion Boosts Retention

Menopause affects half the workforce at some point, typically women aged 45–54 who are often your most seasoned leaders, managers, and mentors.  Managing symptoms, especially when there’s no support in place, can be challenging. Without understanding or flexibility, many women feel they have to choose between their health and their career, which results in the loss of talent, experience, and the institutional knowledge that’s hard to replace.

Workplaces with robust wellbeing programs see retention rates up to 25% higher. When you prioritise menopause inclusion, you’re sending a powerful message: we value you, and we want you to stay. This isn’t just about keeping women in their roles, but it’s about creating loyalty and engagement. One organisation, after introducing menopause awareness training, saw turnover among women over 45 drop by 15%. That’s the kind of impact we’re talking about.

Building a workplace where women feel supported through menopause doesn’t require a massive overhaul. It’s about intentional, practical steps that show you care.

Here are three ways to start today:

1. Break the Silence 

Silence around menopause keeps women from speaking up and managers from stepping in. Change that by starting open conversations. Host workshops, share resources, or bring in experts to educate teams. When employees see menopause discussed without stigma, they feel safer asking for support and are less likely to leave. It’s about creating a culture where no one feels they have to struggle alone.

2. Provide Practical Adjustments

Menopause symptoms vary widely. One woman might need a cooler workspace to manage hot flushes; another might benefit from flexible hours to handle sleep disruptions. These small tweaks are important. Think desk fans, quiet rooms, or hybrid working options can make a huge difference.  Just ask your employees what they need and how you can help.

3. Train Your Managers

Managers are your frontline for retention. Equip them with the tools to recognize when someone might be struggling and the confidence to offer support. Training on menopause awareness helps managers have empathetic conversations and implement adjustments without awkwardness. 

A menopause-inclusive culture does more than retain employees. It transforms your workplace. When people see you prioritising their wellbeing, morale and productivity rise across the board. It also signals to younger employees that yours is a place for long-term growth, no matter what life stage they’re in. 

If you're looking for practical ways to support menopause at work, I’d love to help. Book a free consultation call with me and let’s explore what’s possible for your organisation.

To book your free session, Click Here.  Explore our training by visiting www.menospace.co.uk or emailing us at hello@menospace.co.uk.

References:

1. CIPD & Bupa (2022). Supporting women through menopause in the workplace. Retrieved from https://www.cipd.org/uk/knowledge/reports/menopause-at-work/

2. Deloitte (2020). Mental health and employers: Refreshing the case for investment. Retrieved from https://www2.deloitte.com/uk/en/pages/consulting/articles/mental-health-and-employers-refreshing-the-case-for-investment.html

3. Henpicked: Menopause in the Workplace case studies. Retrieved from https://menopauseintheworkplace.co.uk