When workplace wellbeing gets attention, the focus is often on mental health, parental leave, or flexible hours. Menopause? Not so much—but it should be given the female working population. This life stage can bring physical changes, emotional shifts, and a real impact on working life.

Ignoring it doesn’t make it go away. Addressing it can transform both employee experience and business outcomes.

Why It Matters

The UK picture is clear—and pressing:

· 14 million1 working days are lost each year to menopause symptoms.

· 73%2 of working women aged 40–60 say they have experienced symptoms, and 67% report a mostly negative effect on their work.

· A government-backed3 review estimates menopause costs the UK economy £1.5 billion annually from women leaving work, with £191 million lost to absenteeism and £22 million to presenteeism.

These numbers are more than just statistics—they represent real people, often at the peak of their careers, quietly struggling with the every day and their working lives.

These aren’t just statistics—they’re signposts telling us something important. They show the human and business cost of inaction. They remind us that this stage of life intersects directly with careers, financial security, and personal identity.

And here’s the real point: a menopause-friendly workplace isn’t built on a PDF policy hidden on the HR intranet. It’s built in day-to-day interactions, in how managers respond to conversations, and whether an employee feels understood rather than judged.

That could mean allowing flexible hours to manage fatigue. It might mean creating cooler, well-ventilated work areas. Sometimes it’s simply about having the confidence to ask, “How are you doing today?” and meaning it.

Menopause is not a niche issue—it affects half the population directly, and the other half indirectly, through colleagues, friends, or family. The more we normalise these conversations, the more we reduce the stigma that keeps too many people silent.

Workplaces have a choice: treat menopause as a tick-box policy requirement, or embrace it as part of a broader culture of empathy, respect, and practical support.

How to Create a Menopause-Friendly Culture

The most effective workplaces don’t just write policies; they embed support into everyday culture. Here’s how:

· Start talking about it – Normalise the conversation through wellbeing events, team briefings, and training sessions.

· Train managers – Give leaders the confidence to discuss menopause sensitively and respond with practical solutions.

· Be flexible – Offer hybrid working, adaptable schedules, or extra breaks to ease fatigue and stress.

· Make the environment comfortable – Consider temperature control, breathable uniforms, and quiet spaces for rest.

· Put it in writing – Create a clear, accessible menopause policy that everyone knows about and more importantly knows where and who to go to for support.

· Build peer support – Encourage informal networks or mentoring, so no one feels alone.

Even small changes can make a huge difference—both in day-to-day comfort and long-term retention.

The Bigger Picture

Menopause is a natural part of life, but without the right support, it can become a career-breaking experience. Businesses that get this right not only show compassion—they protect valuable skills, experience, and leadership at a time when it’s needed most.

What is more, the Employment Rights Bill places menopause directly into employers’ legal obligations not just morale. All employers with over 250 employees will have to produce a Menopause Action Plan as part of their wider gender equality responsibilities and will be required to publish a gender equality action plan. There is mandatory compliance set for 2027, but voluntary adherence is encouraged from April 2026. As an employer you also need to consider your legal responsibilities under the Equality Act 2010.

Creating a menopause-friendly workplace isn’t about expensive programmes or sweeping reform. It’s about empathy, practical adjustments, and the willingness to listen.

So, here’s the gentle nudge: start the conversation. Review your policies. Ask your team what would help. Each step you take will build a culture where people feel seen, supported, and able to thrive—through every stage of life.

Creating a menopause-friendly workplace isn’t complicated—it’s about care, empathy, and action. Start with one conversation. Then ensure that you keep it going.

Need help updating your policies, training your team, or discussing the topic in more depth, then contact us today to talk about how we can best support you.