Menopause Support in the Workplace: Bridging the Policy Gap

Despite new government mandates for large employers, a recent study reveals a stark lack of menopause policies across UK businesses, costing the economy an estimated £1.7 billion annually.

A recent study has revealed that less than half of UK working women feel comfortable discussing the menopause at work. Furthermore, just 18% of women report that their employer has a dedicated menopause policy. These figures highlight a significant gap in the employee experience, arriving alongside a 244% year-on-year increase in search queries for menopause support.

The Legislative Push

The findings follow the introduction of the government’s Menopause Action Plan. This new guidance mandates that businesses with 250 or more employees must implement menopause support by April 2027. However, with millions of people employed by small and medium-sized enterprises across the UK, concerns are growing that women outside large corporations may be left without adequate backing.

Elle Sheppard, global head of marketing and communications at Serenova, the organisation behind the survey, believes more must be done to support all midlife working women.

“Too many people feel that discussing symptoms such as brain fog and hot flushes are taboo, while the low confidence that the menopause can bring can often cause strong successful women to question themselves and miss out on professional opportunities.”

Understanding the Impact on Performance

To create effective policies, HR leaders must understand how menopause symptoms directly affect daily working life. The survey of 1,000 UK women identified brain fog as the most disruptive symptom, with 45% stating it affected their work performance. This was followed by hot flushes (36%), anxiety (31%), mood swings (23%), low confidence (20%), and insomnia (19%).

The financial and operational impacts of these unmanaged symptoms are substantial. The lack of adequate support contributes to an estimated £1.7 billion lost each year in the UK due to sick days, reduced productivity, and women exiting the workforce prematurely.

Education as the Solution

When asked how the government and employers could better support women experiencing the menopause, 50% of respondents identified education as the primary driver for change. Notably, 81% agreed that male colleagues and members of society should receive greater education around menopause to foster a more supportive environment.

The appointment of Mariella Frostrup as the government’s Women’s Employment Ambassador signals a step forward at the national level. However, for businesses of all sizes, the message from the workforce is clear: creating a culture of open dialogue and robust, inclusive policies is essential for retaining top female talent.

Sheppard notes that as more large businesses turn their attention to the topic and put policies in place, it starts to create a level of awareness that can help to lift the taboo.

“We believe that every woman, regardless of where she works, deserves to have robust menopause support in place,” she added.