A decade ago, organisations were asking whether they should talk about menopause at work. Today, most employers recognise that menopause is a workplace issue that can affect wellbeing, confidence, attendance, performance and retention.
The challenge is no longer awareness.
The challenge is embedding menopause into workplace culture.
Many organisations have successfully delivered awareness sessions, developed policies and encouraged conversations about menopause. These are important first steps, but on their own they are unlikely to create lasting change.
Employees experiencing menopause need more than awareness. They need workplaces where support is understood, normalised and consistently applied.
Culture matters more than policy
A menopause policy is valuable, but culture determines whether employees feel comfortable using it.
Too often, organisations have a policy on paper, yet employees remain reluctant to discuss their symptoms or request support. Managers may understand the basics of menopause but lack the confidence to have supportive conversations. Colleagues may be aware of menopause but unsure how to create an inclusive environment.
Creating a menopause-friendly workplace means moving beyond individual initiatives and considering how menopause is embedded across the employee experience.
This includes:
- Visible leadership commitment
- Confident and well-informed managers
- Practical workplace adjustments
- Open and supportive conversations
- Flexible approaches to work where appropriate
- Access to reliable information and support
A culture where employees feel safe discussing their needs without fear of judgement.
When these elements come together, menopause becomes part of a wider commitment to employee wellbeing rather than a standalone awareness campaign.
Why it matters
Women aged 45-54 represent one of the fastest-growing segments of the workforce. Many are at the peak of their careers, bringing significant skills, knowledge and leadership experience to their organisations.
Yet menopause symptoms can have a substantial impact on work if appropriate support is not in place.
Symptoms such as fatigue, anxiety, sleep disruption, difficulties with concentration, hot flushes and reduced confidence can affect day-to-day working life. Without understanding and support, employees may reduce their hours, step back from career progression opportunities or leave the organisation entirely.
The business case for action is therefore clear. Supporting employees through menopause is not only the right thing to do, it also helps organisations retain talent, improve employee experience and foster a more inclusive workplace culture.
The role of managers
Managers often play the biggest role in determining whether an employee feels supported.
However, many managers tell us they are worried about saying the wrong thing or causing offence. As a result, conversations don’t happen, and opportunities for support are missed.
Building manager confidence is one of the most effective ways organisations can strengthen their menopause support. Managers don’t need to be experts. They simply need the knowledge, skills and confidence to listen, understand and signpost appropriate support.
When managers are equipped to have compassionate conversations, employees are more likely to seek help early and remain engaged in work.
How to move from awareness to action
The organisations making the greatest progress are moving from awareness activities to practical action plans.
They’re asking:
- Do our managers understand their role?
- Do employees know what support is available?
- Have we considered menopause within our wellbeing strategy?
- Are workplace adjustments accessible and understood?
- Are we measuring the impact of our approach?
- Does our culture enable people to speak openly about menopause?
These questions help shift menopause from being a one-off campaign to becoming part of everyday organisational practice.
Looking ahead
The importance of menopause support is only likely to increase. Employers should also be aware of proposals for mandatory menopause action plans, expected to come into force from April 2027 for organisations with more than 250 employees. These plans are intended to encourage larger employers to take a more strategic approach to menopause support and workplace culture.
While the requirement is expected to apply initially to larger employers, there is a strong likelihood that smaller organisations will increasingly be expected to demonstrate similar standards of good practice as menopause-friendly workplaces become the norm.
Forward-thinking employers are already taking steps now to ensure they are prepared.
How we can help
Rise Workplace Wellbeing supports organisations to move beyond awareness and build sustainable, menopause-friendly workplace cultures.
Our Menopause Toolkit for Employers provides practical guidance, resources and tools to help organisations develop their approach, support managers and create environments where employees can thrive throughout every stage of their working lives.
Because when it comes to menopause, the real measure of success isn’t whether people are aware of the issue.
It’s whether employees feel genuinely supported when it matters most.
Find out more
Contact us to see how we can support your workplace wellbeing journey.
