From Taboo to Strategy
The Rise of Menopause Support at Work
For years, menopause has been treated as a private matter.
Something women were expected to manage quietly.
Something to navigate behind closed doors.
Something that happened at home, not at work.
But workplaces across the UK are beginning to realise something important:
Menopause isn't just a health issue.
It's a workforce issue.
And organisations that fail to recognise this risk losing talented, experienced and highly valuable employees at the peak of their careers.
The Workplace Wake-Up Call
The average age of menopause in the UK is 51.
Coincidentally, this is also the age when many women are stepping into senior leadership positions, managing large teams, mentoring colleagues and bringing decades of experience to their organisations.
Yet research continues to show that menopause symptoms are having a significant impact on working lives.
According to research highlighted by the CIPD, around one in six women have considered leaving work because of a lack of support relating to menopause symptoms, whilst 6% have already left employment for this reason.
Other studies suggest the challenge may be even greater, with recent surveys indicating that up to one in three women have considered leaving their jobs due to menopause symptoms and workplace support gaps.
Think about that for a moment.
Organisations are investing heavily in recruitment, retention, leadership development and diversity initiatives, whilst simultaneously losing experienced women because they don't feel supported through a natural stage of life.
This isn't just a wellbeing issue.
It's a business issue.
Why Menopause Matters to Employers
When people hear the word menopause, they often think of hot flushes.
In reality, the symptoms can be far broader.
Brain fog.
Fatigue.
Sleep disruption.
Anxiety.
Reduced confidence.
Difficulty concentrating.
Memory challenges.
For many women, these symptoms can have a direct impact on their working experience.
Research has found that women experiencing severe menopause symptoms are significantly more likely to leave employment compared to their peers.
Others report reducing hours, turning down promotions or stepping away from career opportunities entirely.
The result?
A loss of talent, experience and leadership capability that organisations can ill afford.
The Rise of Menopause Action Plans
In March 2026, the UK Government published new guidance encouraging employers with 250 or more employees to develop and publish Menopause Action Plans. These plans outline the practical steps organisations are taking to support employees experiencing menopause. The plans are currently voluntary but are expected to become mandatory from 2027, subject to legislation.
This represents a significant shift.
For the first time, menopause support is moving from being a "nice-to-have" wellbeing initiative to becoming a recognised component of workplace equality and employee support.
Forward-thinking organisations are already asking themselves:
Do our managers know how to have conversations about menopause?
Are employees aware of available support?
Do our policies reflect the realities of midlife health?
Are we creating an environment where people feel safe speaking up?
For many organisations, the honest answer is not yet.
What Good Support Actually Looks Like
The good news is that meaningful support doesn't require a huge budget.
Government guidance highlights practical workplace adjustments such as flexible working arrangements, access to quiet spaces, improved ventilation, specialist health advice and manager training.
But perhaps the most important change is cultural.
Because menopause support isn't just about policies.
It's about permission.
Permission to have honest conversations.
Permission to ask for support.
Permission to acknowledge that someone can be exceptionally capable and still need adjustments during a challenging period of life.
The organisations leading the way are normalising these conversations rather than avoiding them.
Why This Matters for the Future of Work
The workforce is changing.
People are living longer.
Careers are becoming longer.
Women over 50 are one of the fastest-growing segments of the workforce.
At the same time, many women in midlife are managing multiple pressures: careers, caring responsibilities, ageing parents, financial commitments and significant health changes.
If organisations want to attract, retain and develop experienced talent, they must understand the realities employees face beyond their job descriptions.
Menopause is not a niche issue affecting a small minority.
It is a workforce issue that touches leadership, retention, wellbeing, inclusion and organisational performance.
The question is no longer whether organisations should respond.
The question is whether they can afford not to.
The MOCO Perspective
At MOCO Coaching, we believe that people perform at their best when they feel supported through life's transitions.
Menopause is one of the most significant transitions many women will experience, yet it remains one of the least understood in the workplace.
The organisations that thrive in the future won't simply be those with the best benefits packages.
They will be the organisations that create environments where people feel seen, supported and able to succeed through every stage of life.
Because supporting people through change isn't just good for wellbeing.
It's good for business.