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In recent years, organisations have made strides in advancing gender diversity and inclusion. Whilst for those businesses leading the way, menopause has been seen as a critical issue, for others, it is an issue that remains under-discussed and under-addressed, with taboos remaining around discussing it, particularly in some ethnic communities.
Menopause affects a substantial portion of the workforce – typically (but not exclusively) women in their 40s and 50s – who may also be at their professional peak. When left unsupported, menopause can lead to absenteeism, lower productivity, and attrition, all of which directly impact business performance and can exacerbate the gender pay gap.
It’s time for businesses to understand: menopause is not just a health issue – it’s a business performance issue. And it’s an area that is being called out in the upcoming Employment Rights Bill, with a new requirement for organisations to have a menopause action plan.
The business impact of menopause
There are over 100 peri-menopausal and menopausal symptoms – ranging from hot flushes and anxiety to cognitive difficulties and insomnia – and they can have a profound effect on daily functioning. According to research by the Fawcett Society (2022), 77% of women experience at least one symptom they describe as “very difficult” during menopause, and one in ten leave their jobs due to those symptoms.
This represents a significant loss of experience, leadership, and productivity. Women aged 45–54 are the fastest-growing demographic in the workforce across many developed nations (ONS, 2021). These employees often hold more senior roles, or leadership roles. Their premature departure not only affects succession planning but also business continuity and innovation.
In terms of productivity, BUPA and CIPD (2019) reported that nearly 900,000 women in the UK had left their jobs due to menopause-related symptoms. This churn is costly – both in direct recruitment and training expenses, and in the loss of tacet knowledge.
Closing the gender pay gap through menopause support
The gender pay gap persists in part due to the “broken rung” at mid-career levels, where women leave or slow down their career progression. While maternity and caregiving are often cited factors, menopause is increasingly being recognised as another critical career disruptor.
When individuals reduce hours, opt out of promotions, or leave the workforce due to menopause symptoms, their lifetime earnings drop, reducing their representation in higher-paying, senior roles. This directly impacts pay gap metrics.
A 2023 report by the UK Parliament’s Women and Equalities Committee found that workplace support for menopause could significantly improve female retention and career progression, helping to reduce gender disparities in both opportunity and income.
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Strategic advantage: Menopause and business performance
Beyond retention, businesses that support employees through menopause benefit in several key areas:
- Increased employee engagement and loyalty – Companies that show genuine concern for employee wellbeing foster a more loyal, engaged workforce. When everyone feels supported through different life stages, they’re more likely to stay and thrive.
- Enhanced employer brand – Organisations that normalise menopause support distinguish themselves as progressive and inclusive, attracting top talent of all genders who value wellbeing and equity.
- Improved team productivity and morale – Teams with lower turnover and high psychological safety perform better. Menopause-inclusive policies reduce the stigma, boosting morale across all employee groups.
- Leadership diversity and innovation – Supporting employees through menopause means more will remain in the pipeline for leadership roles, which correlates with better business performance. According to McKinsey & Company (2020), companies with more gender-diverse executive teams are 25% more likely to outperform their peers.
What effective menopause support looks like
Having a menopause action plan is an important step to drive progress in this area. Key elements of your menopause action plan can include:
- Policy development
Include menopause in health and wellbeing strategies. Offer guidance on appropriate reasonable adjustments such as flexible work, access to quiet rooms, or temporary changes in duties – whilst menopause itself isn’t highlighted under the Equality Act 2010, if symptoms are significant for more than 12 months, the act is applicable and therefore these adjustments must be thought through carefully. It’s not just about a desk fan!
- Approach menopause with an intersectional view
Remember to include all your ERGs in your menopause planning. For example, different ethnic groups may have different physical experiences of menopause, as well as different levels of stigma. In addition, we would advocate for a gender inclusive approach to your menopause work – not everyone who experiences menopause will identify as female.
- Leader and manager training
Many male leaders have told me in the past how challenging they find this topic. Make sure to equip all line managers & leaders (regardless of gender) with the skills and confidence to discuss menopause sensitively and confidently, helping to normalise conversations and reduce stigma.
- Awareness campaigns and peer support
Run internal communications campaigns and consider forming menopause support networks; when people are able to come together in a safe space to share their experiences, they will benefit.
- Use data to understand the impact on your business
Review different job roles and your gender diversity; track attrition and menopause-related absences by role to understand any barriers that employees in your organisation face.Shape
Menopause is not a “private issue” to be brushed aside – it is a legitimate workplace concern that, if unaddressed, silently undermines business performance and gender equity. The evidence is clear: when organisations create environments where employees can navigate menopause without fear of stigma or career penalty, they perform better, retain top talent, and close persistent pay gaps.
To truly move the needle on gender equality and unlock the full potential of the workforce, menopause must be on the corporate agenda. Not tomorrow – today.
Inclusive Employers is here to help; our expert Consultants can support you with the creation of your own menopause action plan. Contact us today.