Support for menopause in the workplace is becoming a critical issue for employers, driven by increasing awareness of its impact on employee performance, retention, and wellbeing. For organisations committed to inclusivity, responding to the challenges of the menopause with empathy and practical policies is no longer optional – it’s a genuine and pressing need.
Why World Menopause Day Matters for Employers
The menopause affects a significant proportion of employees during their working lives. A recent CIPD report found that two-thirds (67%) of women (aged 40–60 in employment) with experience of menopausal symptoms say they have had a mostly negative effect on them at work.
World Menopause Day, observed annually on 18 October is gaining visibility in workplace. The shift from silence to open discussion has been accelerated by well-known celebrity campaigners like Davina McCall and Mariella Frostrup. Mariella, co-founder of Menopause Mandate, has worked closely with policymakers to improve healthcare access and promote workplace support.
Understanding Menopause and Perimenopause
Menopause marks the end of menstruation due to declining reproductive hormones, while perimenopause is the transitional phase leading up to it. Both stages can cause a wide range of physical and emotional symptoms, which vary significantly between individuals.
Employers should begin by understanding common symptoms and their impact at work:
| Common Symptoms | Impact at Work |
| Mood changes | Lower confidence, increased stress, reluctance to progress |
| Memory or concentration issues | Difficulty focusing, potentially reduced productivity |
| Feeling suddenly hot or cold. | Feeling uncomfortable working in-office |
| Sleep disturbances | Fatigue, increased potential of errors |
| Physical pains | Difficulty performing tasks, possible increased absenteeism |
Supporting employees through these changes is in the best interests of both staff and the employer.
The Business Case for Menopause Action Plans
Failing to support menopausal employees can harm an organisation’s operations. Support improves confidence, performance, and retention, while reducing sickness absence and boosting workplace culture. It also enhances reputation and attraction when recruiting and with organisations that may look to work with your business.
Legal changes are on the horizon: from April 2026, businesses with 250+ employees will be encouraged to adopt Menopause Action Plans with this becoming compulsory in 2027. Non-compliance may result in employee claims and compensation, increasing the financial incentive to act. There is also likely to be a trickle-down effect for smaller employers, with expectations from staff that there will be a menopause policy and support in place, along with what will be considered the norm as good employer practice.
Implementing Action Plans Ahead of the Curve
A Menopause Action Plan will be a practical workplace strategy documented to formalise how an employer will support staff experiencing the menopause through training, policies, adjustments and communication. Early adoption allows businesses to set out their approach before legal obligations begin, positioning them as menopause-positive workplaces.
A proactive stance offers a competitive edge in recruitment and retention. As public and government focus intensifies, employers are likely to feel pressure to act. Staff expectations will rise across the board, making it sensible for all employers to begin adopting menopause-friendly practices suited to their size and model.
2025 World Menopause Day Theme: Lifestyle Menopause
This year’s theme, Lifestyle Medicine, highlights six pillars: nutrition, exercise, sleep, stress, substance use, and social connection. These can help manage symptoms and improve wellbeing. Employers can support World Menopause Day by promoting NHS lifestyle guidance on managing the menopause. Employers who want to be proactive could, for example, run sessions to support fitness, nutritional advice, and stress management. Easy steps to support could be internal signposting and on social media to raise awareness and demonstrate support.
A Forward-Thinking Employer
One organisation leading the way in workplace menopause support is Shaw Care, the UK’s largest employee-owned adult care provider. Jayne Harrison, Employee Voice Manager, has passionately championed their efforts to create a menopause-positive culture across the business.
Jayne Harrison recently commented, “Employee well-being is becoming more and more important, especially as the NHS faces more pressures. The current policy and support program is being updated and improved in response to employee input asking for greater workplace assistance for menopause.”
Shaw healthcare has over 3400 employees, with more than 50% of the workforce falling into the potential menopause or perimenopause bracket—potentially over 1,000 employees—supporting staff through this life stage has become a major priority. Jayne Harrison commented, “We have worked continuously with our partners at My Menopause Centre, in raising awareness to all staff. Next steps in our continued journey to support Menopause in the workplace include:
- Signing the Menopause Workplace Pledge, as a commitment to create a menopause friendly workplace
- Partnering with My Menopause Centre to deliver workshops, including manager training and a session on demystifying HRT.
- Running Menopause Café to share information and support on a small scale.
- Working with our People Partners on devising an Occupational Health type referral to a My Menopause Centre Specialist, to support a more targeted support plan should the employee requires additional clinical support.
These efforts from Shaw Care reflect a commitment to employee wellbeing and offer a model for other employers to follow.
What Employers Should Be Doing Now
Organisations can start with small, practical steps:
- Encourage open discussions to reduce stigma
- Listen to employees’ needs
- Signpost resources
- Train managers
- Offer flexible working where appropriate
- Develop and review a menopause policy
Define your timeline for implementing a Menopause Action Plan and decide whether to aim for voluntary uptake or prepare for mandatory rollout.
Using Trusted Guidance: ACAS, EHRC, Government, NHS
Employers can shape their policies using credible resources such as:
- Acas: Managing the menopause
- Equality and Human Rights Commission: Menopause in the workplace guidance
- NHS: Lifestyle advice and symptom management
These tools offer practical, evidence-based support for creating effective workplace strategies.
Call to Action
Menopause support will soon be mandatory for large employers, but the time to act is now. Early planning and engagement will protect your business, enhance your reputation, and improve employee wellbeing.
By voluntarily implementing Menopause Action Plans, employers of all sizes can lead the way in creating supportive, inclusive workplaces where staff thrive.
Our Employment Team at Stephens Scown provides policies, training and support to employers and employees on menopause related employment issues.
Our Employment team are happy to support you in any situation involving your employees.