Menopause happens to over half the population, yet it's still not talked about enough at work. Companies invest in diversity and inclusion, but menopause often gets left out, even though unmanaged symptoms lead to people leaving their jobs, taking more sick days and struggling to perform at their best. That means businesses are losing valuable talent without often realising why.
Why Menopause Matters at Work
Menopause usually happens between 45 and 55, but the years leading up to it, the transition phase, perimenopause, can last between 2 - 10 years and can cause symptoms such as:
Hot flushes & night sweats – sudden overheating that can be uncomfortable and even embarrassing in meetings and presentations
Fatigue – poor sleep leads to exhaustion, making it harder to focus.
Brain fog – forgetfulness and difficulty concentrating, causing stress and self-doubt.
Anxiety & mood swings – emotional ups and downs that can affect work relationships.
Joint pain & migraines – physical discomfort that makes work harder.
Many employees suffer in silence because menopause is still seen as "private" or embarrassing. The result is women are quitting, reducing their hours, or struggling through, feeling unsupported and forgotten about.
The Business Impact of Ignoring Menopause
More People Leaving
One in ten women quit their jobs due to menopause (1). When experienced employees leave, businesses face:
High recruitment costs – replacing a senior employee can cost up to six months’ salary.
Loss of expertise – senior staff take valuable knowledge with them.
Leadership gaps – many women at this stage of life hold key leadership positions.
More Sick Days & Presenteeism
Menopause-related sick leave costs UK businesses £1.88 billion a year (2), but some employees come to work even when they’re struggling, leading to lower productivity and presenteeism.
Lower Engagement & Productivity
Brain fog, fatigue and anxiety make it harder to stay focused. A CIPD report found that 59% of menopausal employees say symptoms negatively impact their work (3). Unmanaged menopause leads to:
Less engagement – employees feel disconnected from their jobs.
More mistakes – brain fog and fatigue can increase errors.
Lower confidence & creativity – employees hesitate to contribute due to a lack of support
Why Businesses Need to Step Up
Legal & Ethical Issues
In the UK, if you are treated unfairly because perimenopause/menopause this may amount to discrimination under the protected characteristics of sex, age, disability or a combination of.
Companies that don’t support their employees risk:
Discrimination claims – will damage their reputation.
Losing top talent – people will choose menopause-friendly workplaces.
DEI Issues
Menopause should be part of any Diversity, Equity & Inclusion strategy. Supporting employees through this transition helps with gender equality and retention.
Retaining Experienced Leaders
By supporting midlife employees, businesses:
Retain senior talent
Sustain mentorship
Build a culture of wellbeing
How to Support Employees Going Through Menopause
1. Create a Menopause Policy
A good policy should include:
Flexible work arrangements – remote work or adjusted hours can help.
Workplace adjustments– temperature control, quiet spaces and uniform adaptations if needed
Clear Expectations – make sure that everyone in the organisation understands their role in supporting menopause
2. Normalise Menopause
Start the conversation by:
Training managers – so they understand menopause and how to support employees.
Setting up support networks – peer groups where employees can share experiences.
Raising awareness – through webinars, manager training and internal campaigns.
Menopause Champions – individuals who are specialist trained to support
3. Offer Wellbeing Support
Employers can make a real difference by providing:
Mental health resources - for example access to counselling services, mindfulness and stress management tools.
Nutrition & exercise programmes – to help manage symptoms naturally.
4. Be Flexible
Hybrid work options allow employees to manage symptoms without feeling forced to choose between their health and their job.
Time to Act!
Businesses that ignore menopause are losing experienced, talented employees, but those that take action, by introducing policies, normalising conversations and offering staff training will create healthier workplaces where people can thrive and want to stay in work.
Want to make your workplace menopause-friendly? Check out our menopause training at www.menospace.co.uk or get in touch to find out how we can help, email: hello@menospace.co.uk
References
CIPD (2023): https://www.cipd.org/en/knowledge/reports/menopause-workplace-experiences/
Howarths UK (2023): https://howarths-uk.com/2022/05/26/addressing-the-impact-of-the-menopause/
Fawcett Society(2022): https://www.fawcettsociety.org.uk/menopauseandtheworkplace
World Economic Forum 2023: https://www.weforum.org/stories/2023/04/growth-summit-23-how-does-menopause-affect-women-in-workplace/
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