In a 2022 Fawcett Society/Channel 4 survey of UK women aged 45–55, 10% of respondents who had worked during the menopause reported leaving a job because of menopause symptoms.
Drawing on recent research, many are not leaving because they want to or because they lack ambition; they are leaving because their workplaces are failing to support them through menopause.
For too long, women’s health has been the quiet conversation in the workplace, often misunderstood, sidelined or simply ignored. Whether it’s menopause, endometriosis, Premenstrual Dysphoric Disorder (just to name a few of the many health conditions that can affect women and people assigned female at birth), these have all historically been treated as a personal problem, rather than a workplace responsibility.
This cannot continue. Every working woman will eventually reach menopause; as such, the workplace impact is impossible to ignore.
A Workforce Reality
Menopause is a major life transition when periods stop and hormone levels decline, typically occurring between ages 45 and 55, though symptoms often begin earlier during perimenopause. Today, around four million women aged 45–55 are working, and five million women over 50 are currently part of the UK workforce: an increase of 39% in the past decade.
As people live and work longer, menopause in the workplace will become, if not already, a reality for almost every organisation. It impacts both employees and employers, often occurring at the peak of a woman’s experience, knowledge and earning potential.
As such, it’s essential for employers to educate themselves and put in place a framework and system that supports employees going through this milestone in their lives. This will encourage more open conversations about menopause and create an environment where everyone feels comfortable, supported, and able to speak openly at work.
Since introducing our menopause policy in October 2023, it has become a natural and valued part of our workplace culture at Mattioli Woods. This includes access to an employee assistance programme, and the option to speak with a Mental Health First Aider for confidential support.
Alongside this, our online wellbeing hub signposts invaluable resources such as Henpicked and Perimenopause Hub, helping ensure colleagues have access to trusted support and information. We also host regular ‘Konenki’ sessions, bringing together colleagues – both men and women – to share experiences, ideas, and practical tips (a neck fan for the summer months was a colleague’s genius recommendation – I’m now a proud owner!).
We’ve also invested in training for our managers, so they feel confident having supportive conversations and offering the right help when it’s needed. Employees know they can speak openly with their manager and be met with understanding.
Small adjustments can make a big impact too, such as access to temperature control (desk fans or sitting near a window), and a relaxed dress code to alleviate concerns when managing hot flushes, as well as flexible working patterns and the option to work from home where practical.
Other practical support for employers to consider as part of their menopause support includes:
- Managers trained to understand menopause and its impact
- Clear workplace policies
- Open, stigma-free conversations
- Access to occupational health guidance – or going one step further, benefits that proactively support women’s health
The benefits compound far beyond the individuals; organisations retain talent, protect institutional knowledge and strengthen leadership pipelines.
A Legal and Cultural Shift
The timing of this conversation matters. After years of quiet acknowledgement, the legal landscape is beginning to catch up. The Employment Rights Act 2025 introduced a requirement for large employers (those with 250 or more employees) to develop and publish annual equality action plans, including measures to support employees experiencing menopause.
Voluntary reporting started on 6 April 2026 and is expected to become mandatory in 2027 (subject to secondary legislation), when employers will be required to publish plans outlining how they provide support to staff experiencing menopause: covering flexible working, uniform adjustments and broader wellbeing strategies.
Employers already have obligations under the Equality Act 2010, which protects against discrimination, harassment and victimisation based on age, sex or disability, and can cover menopause‑related issues. This new legislation goes further by introducing a proactive duty. Rather than responding only when problems arise, large employers will now be expected to demonstrate how they actively support women through this stage of their lives.
The shift is important. When women step back, reduce hours or leave senior roles due to unmanaged symptoms, their career progression suffers, and the gender pay gap widens. So, menopause support is not simply a wellbeing initiative, it’s an equality measure.
The Ticking Clock
For organisations with 250 or more employees, the clock is already running. Employers who do not engage with this until 2027 will find themselves on the back foot, scrambling to catch up.
The case for action isn’t complicated. Women at the peak of their professional experience, in senior roles, with institutional knowledge built over decades, are leaving because their symptoms aren’t being managed. This is an operational problem, not a wellbeing one.
No woman should have to choose between her health and staying in the rooms where decisions are made. The organisations that thrive in the next decade will be the ones that kept their most experienced people in the room. The choice of whether to be one of them is straightforward.