World Menopause Day is more than a health awareness moment; it is a call for action for employers and workplaces. It is a vital reminder for workplaces to break the silence around menopause and commit to meaningful support. For millions of women across the UK, the menopause transition can bring life-altering symptoms, many of which directly impact work. Yet taboos and lack of understanding mean many of these women suffer in silence.
This matters because, 13 million women in the UK or peri- or post-menopausal, that’s around one-third of the UK’s female population. Up to 75% of women experience symptoms of which, 1 in 4 experience them in a severe or debilitating way. 1/3 of women experience symptoms for seven years or longer, with perimenopause often beginning in the mid-40s, with the average age of menopause being 51-52. However, it must be noted that 1 in around 100 women experience menopause before the age of 40.
The Menopause is as much a mental health issue, as it is a physical one:
- 70% of women over the age of 45 experience neurological and psychiatric symptoms during perimenopause
- 86% of women in perimenopause report mental health issues
- 35.6% of menopausal women experience clinical depression
- Women commonly report anxiety, anger, low mood, mood swings, and sleep disturbances
- Feelings of worthlessness, low energy and lack of motivation are also highly prevalent
- Women with a history of depression or chronic illness are more likely to experience worsened symptoms.
Despite this, many don’t seek help, with research showing that up to 80% of women haven’t
even discussed their symptoms even with partners.
Menopause has a tangible impact on women’s careers and performance:
- 73% experience hot flushes at work
- 63% report tiredness or feelings of drowsiness
- 48% experience low mood
- 47% of women experience concentration issues
- While 43% report memory issues
What employers can do:
Under the Equality Act 2010, menopause-related symptoms may legally qualify as a
disability, triggering a duty for employers to move towards the establishment of reasonable
adjustments. Additionally, employers have a legal duty to conduct risk assessments for
employees suffering. However, policy compliance is just the beginning.
1. Start the conversation
Employers should tackle stigma by acknowledging menopause in wellbeing conversations. As well as empower women to speak openly without fear of embarrassment or judgment.
2. Develop menopause-friendly policies
Include menopause in health and welling policies, ensuring easy access to flexible working, temperature control, sick leave and rest spaces.
3. Mental health
Recognise the mental health toll of the menopause and offer mental health support and counselling. Signposting resources and organisations.
4. Training
Educated organisational leaders on recognising symptoms and responding with compassion and discretion. Make this training part of line manager development.
5. Know your legal duty
Menopause may fall under the disability definition of the Equality Act 2010, be proactive in offering and documenting findings of risk assessments.
Menopause is not just a private health issue; it’s a workplace issue. With the right policies, awareness, and empathy, organisations can ensure women feel seen, supported, and valued throughout every stage of life. It’s time to talk, and time to act.