A spike in online searches for period and menopause leave suggests growing public concern over hormonal health in the workplace, but most employers still offer little or no support, according to a leading hormone specialist.
Lucy Childerley says menstrual and menopausal health remains “overlooked” in many organisations, causing talented women to step back from career progression or exit the workforce altogether.
“I’ve seen incredibly skilled women turn down promotions, take career breaks or even resign not due to lack of talent, but because hormonal health wasn’t recognised or supported,” she said.
Analysis by British vitamin brand Vitabiotics shows online searches for “can you take time off work for periods?” hit an all-time high in the week of 23 February this year. Other terms, including “period leave”, “menopause at work” and “menstrual leave”, also peaked in early 2025, eclipsing previous search records.
Despite growing awareness, the workplace response remains limited. Figures show that 75% of employers still have no menopause policy, and structured menstrual support is uncommon.
A Hidden Driver of Staff Turnover
Childerley said the consequences of the gap were significant, for individuals and for businesses.
“Over 4.5 million women aged 50–64 are active in UK employment, yet nearly 900,000 have left their roles because of menopause-related challenges. One in 10 considered resigning, and one in five turned down promotions,” she said.
“Hormones influence how women think, feel function and interact. When ignored, productivity, morale, and talent retention suffer significantly. Yet with the right support, women can become even more resilient, focused and empowered.”
She offered evidence-based actions employers can take to better support women:
Prioritise evidence-based support and workshops:
“Employers should prioritise robust, evidence-based options for menopause and perimenopause support that actually works, not just tick-box policy. I’ve worked with progressive organisations that invested beyond tick box policies bringing in nutritionists and mindset coaches for both men and women.”
Make menstrual education standard and signpost trusted resources:
“I’d love to see more education in the workplace that helps women understand their own cycles, something many of us were never taught at school.”
Link hormonal health to business success:
“When women are equipped to manage their hormonal health, they’re far more likely to thrive, contribute at their highest level, and remain within the workforce long-term.”
Don’t stop at flexible hours:
“It’s a step in the right direction, but only scratches the surface. Flexibility can help with energy management and work-life balance, but it doesn’t address the underlying causes or provide practical strategies for managing these experiences.”
Fix root causes before adding performance programs:
“You can run all the leadership training and appraisals you like, but if a woman’s hormonal health isn’t supported, she won’t have the tools to truly thrive.”
Practical Tips to Support Energy and Performance
Lucy also offers three expert tips that can help women manage their energy and focus at work:
Have a balanced breakfast:
“Start the day with fibre, healthy fats and protein rather than caffeine and refined carbs. This helps to stabilise mood, energy and focus throughout the day, and helps to reduce cortisol spikes.”
Honour your downtime:
“If you need to reschedule a meeting in your low-energy days, do it. Your body’s signals aren’t excuses; they’re essential cues to perform at your best.”
Get cycle-savvy:
“Many women were never taught about their hormonal cycles. Understanding how hormones impact performance can transform your work experience.”
She recommends reading reliable resources about menstrual health, using a period tracking app or seeing a healthcare professional who can help tailor work, rest, and exercise to energy levels.
More That Employers Can Do Now
While many organisations are still in the early stages of implementing hormonal health support, experts suggest the following starting points:
- Develop a formal menopause and menstrual health policy
- Offer staff training and education on hormonal wellbeing
- Create safe channels for discussing health-related needs
- Provide access to healthcare professionals and wellbeing services
- Ensure managers are equipped to support individual adjustments
With demand for support rising and awareness growing, Lucy’s message is that hormonal health is not just a personal issue but a business concern too, and that addressing it could be key to retaining and empowering women at work.