Menopause in the Workplace

22 Jul

What’s Being Done and What Still Needs to Change

The conversation around menopause and work has finally begun to shift. What was once a silent, often stigmatised topic is now recognised as a significant workplace issue - one that affects millions of women across the UK at the peak of their careers.

But awareness alone isn’t enough. For meaningful progress, we need action - from government policies to employer practices - that supports women through this transitional stage with dignity, flexibility, and understanding.

The Reality: Menopause and Work in the UK

Menopause typically affects women between the ages of 45 and 55, though symptoms can start earlier (perimenopause) and last for several years. Common symptoms include:

Hot flushes
Fatigue
Anxiety and low mood
Brain fog and memory problems
Poor sleep

These symptoms can have a serious impact on work performance, confidence and wellbeing.

Key stats:

1 in 10 women who have worked during menopause have left a job because of their symptoms (Fawcett Society, 2022)
63% of women say their workplace has no menopause policy (CIPD, 2023)
3 out of 5 women aged 45–55 experiencing menopause symptoms say it negatively affects their work
The UK economy could lose up to £10 billion per year in lost productivity and recruitment costs due to menopause-related departures

Government Support: Progress, But Gaps Remain

In 2022, the UK Government published a report as part of the Menopause and the Workplace Inquiry. Here's what's been introduced or discussed:

What's in Place:

Menopause Taskforce: A cross-government initiative launched to coordinate support and raise awareness.
Menopause Employment Champion: Appointed to encourage employer engagement.
Flexible Working Bill (2023): Employees now have the right to request flexible working from day one - crucial for managing unpredictable symptoms.
Guidance from ACAS and NHS: Providing basic recommendations on workplace adjustments and healthcare access.

What’s Missing:

The government rejected calls to make menopause a protected characteristic under the Equality Act (2023), citing existing protections under age, sex and disability.
Statutory guidance remains non-binding, leaving implementation to individual employers.
No dedicated financial support or incentives for businesses to implement menopause-friendly policies.

What Are UK Businesses Doing?

Some employers are stepping up with progressive policies, but many still lag behind. According to the CIPD, only 24% of organisations currently have a menopause policy in place.

Leading Examples:

Channel 4

Launched the UK’s first dedicated Menopause Policy in 2019.
Offers flexible working, menopause awareness training, and a support guide.
Saw a 75% increase in staff awareness of menopause-related support.

HSBC UK

Offers menopause-specific resources and counselling.
Provides access to menopause-trained clinicians through its healthcare benefits.

Tesco

Introduced breathable uniforms for staff experiencing hot flushes.
Provides flexible scheduling and line manager training.

Aviva

Rolled out menopause support as part of its wider wellbeing strategy.
Offers online GP consultations and mental health support tailored to menopausal symptoms.

How Can Employers Do More?

Support doesn’t need to be complicated or costly — but it does need to be intentional and empathetic. Here are steps any organisation can take:

Create a Menopause Policy

Outline available support
Clarify flexible working options
Set expectations for managers

Train Managers

Equip line managers with basic menopause awareness so they can respond with empathy and offer appropriate adjustments.

Offer Flexibility

Flexible hours, remote work, and time-off allowances go a long way in helping women manage symptoms without fear of judgment.

Foster Open Culture

Encourage open, stigma-free conversations. A single line in a wellbeing email - “Yes, we talk about menopause here” - can make a huge difference.

Invest in Coaching and Counselling

Offering access to confidential, menopause-informed coaching (like Moco Coaching) helps women navigate emotional, professional and physical challenges with confidence and support.

Final Thought: A Turning Point for Inclusion

Menopause is not just a women’s issue - it’s a workplace issue, a retention issue and a productivity issue. The organisations that get ahead of this conversation will retain experienced talent, build loyalty and foster healthier, more inclusive cultures.

Let’s move from awareness to action - and create work environments where no one has to suffer in silence.

Is your organisation ready to take menopause support seriously?
At Moco Coaching, we help businesses support women through life transitions - including menopause - with coaching, policy guidance and leadership training. Let's build a workplace that works for every stage of life.

Chloe Mouser