Why menopause support matters in the workplace

Dr Suba M - Medical & Sustainability Director, Aviva Health

For many women, the stages of menopause, which usually start between the ages of 45 and 55, often coincide with peak career responsibility. And with almost four million women aged 45-55 employed in the UK[1], most workplaces will have employees who are experiencing menopause.

Government guidance now calls for workplaces to take a more structured, transparent approach to menopause support. Organisations with 250 or more employees can publish an action plan, alongside their gender pay gap data, setting out the practical steps they’ll take to support people experiencing menopause. And, subject to legislation, these action plans will be mandatory from Spring 2027. As expectations evolve, employers increasingly need to show they’ve listened to lived experience, taken symptoms seriously and put practical support in place.

Building a more inclusive workplace

Menopause is different for everyone. For some women it has minimal impact on their lives at home and work. But for others, it can bring a range of significant physical, cognitive and emotional changes. Women could experience a wide variety of menopause symptoms. Hot flushes, brain fog, changes in mood and struggling due to sleep disruption are just some of them. As a result, they could feel tired, frustrated and anxious, which might show up in a number of ways. For instance, losing their train of thought mid-meeting, taking longer to do tasks and generally not feeling like they’re on top of things, which can often lead to low levels of self-esteem at work.

Despite growing awareness, many people still don’t feel they can be open at work about what they’re going through. It’s concerning that 47% of women said they wouldn’t tell their employer the real reason if they needed to take a day off due to menopause symptoms.[2] That can be due to worries about underperforming at work or colleagues thinking of them as 'less capable'. So, many women push through in silence, avoid asking for adjustments, step back from opportunities they’d usually take or even leave the workplace altogether.

It’s worth remembering that menopause is a transitional life stage and the right support can help people stay in work. While it may feel like another item on an employer’s to-do list, responding with empathy and practical inclusion shows employees that they’re valued. Inclusive workplaces build deeper trust and commitment, and that translates into stronger retention.

What menopause support looks like

Many employers want to do the right thing but might feel unsure where to start. They could already have support in place but 45% of women said they’re unaware of the workplace adjustments provided by their employer.[3] A policy isn’t enough on its own, especially if employees don’t know it exists. They also need to trust their case will be handled sensitively and believe adjustments are genuinely available. In my experience, effective support shares a few features:                                                                               

Employee engagement

It helps to use employee networks, surveys and focus groups to understand what people need and what’s getting in their way when it comes to accessing support.

Visible, normalised conversations

This involves acknowledging menopause as a normal life stage, using respectful language and making it clear that support is available, without judgement.

Manager confidence and capability

Training and simple conversation guides help managers respond with empathy, focus on the impact at work and agree adjustments without making assumptions.

Practical adjustments that are easy to access

Small changes can make a big difference. For example, flexibility around start times after a poor night’s sleep, temperature and ventilation options, quiet spaces, uniform adaptations where possible and consideration of workload during symptom flare-ups.

Clinically credible help

Many people want some advice before they feel ready to talk to their employer about how menopause is impacting them at work. Confidential access to trained clinicians and evidence-based information can be a crucial first step in supporting employees, while also reducing uncertainty and misinformation.

Inclusion that reflects real lives

Menopause doesn’t look the same for everyone. Support should take into account different cultures and job types, as well as those experiencing early menopause, surgical menopause or supporting a partner or family member experiencing menopause.

Creating a supportive culture

Menopause support at work is about recognising everyone’s different experiences and that women shouldn’t have to choose between their wellbeing and career. When organisations normalise menopause conversations, offer practical adjustments and provide access to credible, confidential help, they create the conditions for people to feel confident in the workplace at every stage of menopause. And providing meaningful menopause support ultimately strengthens the retention of employees with extensive knowledge and expertise, creating a happier, healthier and more productive workforce.

Visit our hub to see how Aviva supports menopause in the workplace.

[1] Shattering the Silence about Menopause: 12-Month Progress Report - GOV.UK

[2] Menopause and the workplace | NHS inform

[3] Offer workplace adjustments for employees experiencing menopause - GOV.UK