Why Every Employer Needs a Menopause Policy, as Women Report Stalled Career Progression

While women increasingly climb the corporate ladder, menopause often becomes an invisible barrier to their progression. Among UK female employees aged 40–65 who have experienced menopause, 57% report that it has negatively impacted their career progression, making the case for a comprehensive menopause policy at work.

Research has shown that, among other things, menopause symptoms affect attendance and confidence, yet most employers have no formal policies or support systems in place to address this. The result is stalled career progression, causing experienced women to step back, reduce hours, or even leave the workforce entirely.

Below, we examine the precise impact menopause has on the female workforce. We discuss how employers can provide support and explain why it’s essential.

If you believe you’ve not been fully supported at work and had your employment rights breached, contact Redmans Solicitors. As experts in the employment sector, we can analyse your case, answer your queries, and discuss how you can proceed.

Learn how we can help you today by:

• Phoning 020 3397 3603
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Menopause at Work: Hidden Barriers to Women’s Careers

Menopause symptoms are having a tangible impact on women’s work lives. Research shows that 23.7% of women experiencing perimenopause, menopause, or postmenopause symptoms reported having to turn down additional responsibilities, while 19.1% needed to move to a cooler part of the office. Furthermore, while nearly a fifth said their symptoms made it harder to stick to deadlines, 15.7% disclosed that they avoided meetings or public speaking.

These figures underscore how menopause can impact not only comfort and well-being but also engagement, productivity, and career advancement. Worryingly, 39% of respondents said their employer doesn’t have a menopause policy, with a similar figure feeling unable to discuss their symptoms. The unfortunate reality is that menopause remains largely taboo in the workplace. And with many women experiencing symptoms such as hot flashes, fatigue and brain fog in silence, the need for workplace support is urgent.

What is a Menopause Policy? Practical Support for Employees

A menopause policy outlines how an employer can support employees who are experiencing menopause. Policies should address practical adjustments and encourage employees to speak to their manager or HR if they need support. Examples of adjustments employers could offer include flexible working arrangements (e.g., working from home / hybrid options), temperature control, or a review of absence policies to ensure that menopause-related absences are recorded accurately. 

Read More: Scottish Teacher Wins £60,000 After Unfair Dismissal for Refusing Transfer Due to Menopause Symptoms

An employer’s policy should also focus on training and education. Employees can benefit from having a trained point of contact (i.e., within HR or a similar department) to whom they can raise issues, and resources and training should be available for all staff to normalise conversations and raise awareness.

Such policies can also direct employees to relevant well-being support, including Occupational Health (OH), counselling, or an Employee Assistance Program. Ultimately, though, the support an employer can offer will vary with each case. Therefore, assessing an individual’s circumstances and implementing appropriate offerings is recommended.

Why Investing in Menopause Support Makes Business Sense

The Department for Work and Pensions estimates that the annual cost to the UK economy due to menopause-related unemployment is approximately £1.5 billion. Absenteeism within this group also results in a further £191 million loss annually. These figures highlight the support shortfalls female employees with menopause currently face, further emphasising the need for reform.

All isn’t lost, though, as organisations that implement additional support, such as a menopause policy, have reported positive effects. The Sherwood Forest Hospital NHS Foundation Trust, for example, launched a dedicated menopause strategy in 2018. Its changes included menopause awareness training, peer support sessions, and referrals to OH, with menopause reported as the reason for absences, helping with data collection.

The Trust’s predominantly female workforce, many of whom are over 50, reported significant positive impacts as a result. In July 2023, an employee informed the Trust that, following participation in the peer support group, they’d reached out to their GP after struggling with their symptoms for quite some time. This led to improved symptoms, helping them remain happy, healthy, and productive at work.

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Elsewhere, Aviva, which has built menopause support into its well-being strategy, also reported a higher number of employees reporting menopause as the reason for their absence since launching its plan. Considering the financial and well-being benefits that can be gained from implementing a menopause policy, it makes sense for other organisations to consider a similar approach.

Menopause Policies: Reducing Legal Risk While Supporting Employees

Retention and well-being aren’t the only reasons to establish a workplace menopause policy. Employers that support employees experiencing menopause symptoms can also limit their liability under the Equality Act 2010. Menopause itself isn’t a specific protected characteristic. Yet, treating an employee less favourably because of their symptoms could amount to discrimination based on age, disability, or sex.

Notably, claims in the employment tribunal citing menopause have more than tripled since 2022, reaching 204 cases in 2024, reflecting growing recognition of menopause as both a workplace and legal issue. This trend underscores the risk to employers if policies or reasonable adjustments aren’t in place.

Overall, implementing a formal menopause policy allows organisations to support employees, foster a more inclusive culture, and remain legally compliant. Measures, such as flexible working, workplace adjustments, and manager training, signal that menopause is recognised as a legitimate health concern. By doing so, employers protect their workforce and safeguard themselves against the financial, operational, and reputational costs associated with inaction. Supporting employees through menopause isn’t just the right thing to do; it’s a strategic imperative for modern workplaces.

Employment Rights Breached? Get Help with Redmans

If you believe your employer hasn’t supported you during menopause and has breached your employment rights, contact Redmans Solicitors now. It may be that your symptoms are legally classified as a disability and entitle you to reasonable adjustments, or that you’ve been discriminated against. Whatever the case, we’re here to help.

Following a brief chat, we will assess your circumstances, provide answers and discuss your possible options. Should you have an eligible claim, we can also guide you through the process.

Begin your journey with us now by:

• Calling us on 020 3397 3603
• Requesting a callback via our online form