Support for midlife health is a key factor in employee retention and workplace wellbeing. A new study suggests that employers who actively address menopause and related health needs may strengthen engagement and long-term commitment among women in their workforce.
According to the study from online CV builder LiveCareer, whose findings are outlined in the UK Midlife Divide Report, 91% of women say they would be more likely to stay with an employer that supports midlife health needs. The findings position menopause support not as a niche policy area but as part of a broader discussion about inclusion performance and psychological safety at work.
Flexible schedules were selected by 58% of respondents as one of the most impactful forms of support. Paid leave or mental health days followed at 56% while 54% identified having more women in leadership roles as a priority. Together these measures reflect demand for structural change as well as cultural representation.
A total of 68% say gender and age influence how seriously their health concerns are taken at work. Nearly one in four at 23% feel menopause remains misunderstood and insufficiently addressed in the workplace.
Menopause Support as a Workplace Retention Strategy
Nine in ten women at 91% say they would be more likely to remain with an employer that actively supports midlife health. The findings suggest that retention strategies increasingly intersect with health policy and inclusive management practices.
“Menopause shouldn’t be a career limiter,” said Jasmine Escalera career expert at LiveCareer UK. “When organisations normalize the conversation and provide meaningful support, they’re not just helping women, they’re protecting their leadership pipeline and building a stronger, more inclusive culture.”
When asked what would help them feel more supported women pointed to both policy and awareness. In addition to flexible schedules at 58% and paid leave or mental health days at 56% 54% cited more women in leadership roles. Manager training on menopause was selected by 37% while 25% identified health insurance that covers menopause-related care. A smaller proportion at 8% highlighted peer groups or safe spaces for discussion.
The findings indicate that midlife health policies are closely tied to organisational culture. Representation management capability and open dialogue appear to shape whether employees feel able to remain and progress during this stage of their careers.
How Women Manage Menopause – and Perceptions of Bias
In the absence of targeted workplace support many women rely on personal strategies to manage symptoms while maintaining productivity. A total of 58% seek therapy or mental health support and the same proportion turn to exercise or nutrition changes. Over half at 52% use hormone replacement therapy or other medication while 40% rely on supplements or alternative medicine. Around 29% adjust their work hours to cope. Only 6% are not taking specific action and fewer than 2% say symptoms have not affected their work.
Perceptions of bias remain significant. Alongside the 68% who believe both gender and age affect how their health concerns are treated 22% cite gender alone as the key factor. A further 8% say age is the primary influence while just 2% believe neither gender nor age plays a role.
For many women the experience of midlife health at work is shaped by whether managers understand symptoms how colleagues respond and whether organisational culture allows open discussion. As employers assess retention engagement and inclusion the data points to midlife health support as an increasingly relevant consideration.