October marks Menopause Awareness Month and thankfully, it’s no longer a silent subject. It’s now firmly on the HR and business agenda, and rightly so.
Did you know that 90% of women say menopause affects their ability to do their job? Yet nearly half haven’t spoken to their employer about it, and only 23% feel their symptoms are taken seriously. That’s a huge disconnect!
The Fawcett Society estimates that 1 in 10 women leave work due to menopausal symptoms, contributing to a £10bn annual loss to the UK economy. These aren’t just numbers, they are people who are experienced professionals, senior leaders, employees and specialists walking away because the workplace isn’t set up to support them.
But here’s the good news: small, thoughtful changes can make a big impact. Flexible working, access to wellbeing resources, and having a trained point of contact can transform someone’s experience at work. One survey respondent shared: “I had to leave my job, I just couldn’t sustain it anymore because of my symptoms.” That’s a preventable outcome with the right support in place.
By supporting menopausal staff it can strengthen your employer brand, boosts retention, and attracts talent. People want to work for organisations that walk the talk on empathy and inclusion not just post glossy statements.
So what can businesses do with the help of HR? Start by combining policy with culture. A clear menopause policy that outlines adjustments and support routes is a great foundation. But it’s equally important to train managers to have supportive conversations and to normalise the topic across the organisation.
Right now, 57% of women wouldn’t feel comfortable talking to their employer about symptoms, and 27% aren’t sure how to. Over 70% say their employer either doesn’t have a menopause policy or they don’t know one exists. That’s where leadership is vital it is not just writing policies, but promoting them, living them, and making them accessible.
Ultimately, menopause-friendly policies reduce attrition, improve morale, protect against legal risk, and enhance your employer brand. With 90% of women saying their work is affected, the question isn’t if we act, it’s how quickly.