New research has shed light on the impact menopause is having on women’s participation and progression at work. Data suggests that a significant number of experienced employees are reassessing their futures at a point in their careers when skills and institutional knowledge are most valuable.
A survey commissioned by not-for-profit healthcare provider Benenden Health found that almost a third of respondents (28%) said they are considering leaving their job because of menopause symptoms – while 7% reported that they have already left work as a direct result.
The research shows that menopause is influencing how women are able to work on a day-to-day basis. Just under half (47%) said they have changed the way they work to cope with symptoms. This includes reducing hours (18%), cutting responsibilities (12%) and turning down promotions or training opportunities (6%).
Almost one in three women (31%) reported reduced productivity, three in ten (30%) said they need more breaks and on average respondents are losing 5.5 working days each year due to menopause-related illness.
Stigma Remains a Barrier
Symptoms most commonly affecting work include brain fog and memory issues (46%), hot flushes (46%) and fatigue (43%). Many women also cited anxiety, mood changes and joint pain as factors that make it harder to perform consistently at work.
Despite these experiences, a parallel survey of 500 HR decision makers presents a contrasting picture. According to the data, 92% believe their organisation is meeting the needs of staff experiencing menopause and 72% say they already have a formal policy or initiative in place. However, 40% of women said they are unaware of any menopause policy at work. Only 33% of organisations provide menopause training for managers and fewer than half offer paid leave (41%) or workplace adjustments (45%).
Demand for external support is increasing. Benenden Health data shows menopause is now the second most accessed topic after mental health across its one to one coaching appointments, with more than one in four members using this service.
Stigma remains a key barrier. Nearly two thirds of women (63%) said menopause is still awkward to discuss at work and just 45% feel comfortable raising symptoms with their manager. Common concerns include fear of being judged (17%), not being understood (16%) or being treated differently (12%).
Workplace Menopause Support and Retention Risks
Maureen, 50, from London, said menopause symptoms nearly led her to leave her role. She said, “There came a point where I was mixing up names, forgetting figures and feeling utterly drained by midweek – and that’s just not who I am as a leader. I didn’t realise at first that it was menopause, and I definitely didn’t feel confident admitting I was struggling.”
After speaking to her manager, Maureen said flexible working and peer support helped her remain in the role she enjoys. She works at Southeastern Railway, where menopause initiatives are supported by formal policies and internal networks. Sally, a Project Coordinator at the organisation, said this approach helps retain experienced colleagues and reduce absence.
Dr Amy Pressland, Head of Talent and Performance at Benenden Health, said, “Too many women are being forced to make impossible choices between their health and their careers. Menopause should never be a reason for someone to step back from work they love, or for an organisation to lose talent.”
Menopause support is expected to feature in the Employment Rights Bill through proposed Menopause Action Plans for organisations with more than 200 employees.