From 2027, the government has announced it will be mandatory for employers with 250 or more members of staff to implement a menopause action plan, and they are encouraged to have started putting this in place from April 2026.
Menopause isn’t a niche workplace issue. It’s a natural stage of life that all women go through, often when they’re experienced, senior and playing a key role in their organisation.
For many women, talking openly about menopause at work is still difficult. There is often a lack of understanding, stigma or embarrassment, which means important conversations about support are avoided. And yet, women’s experiences of menopause at work still vary widely. The level of understanding and support often depends on the sector they work in, where they’re based and, crucially, the culture of their organisation.
Recent UK research by Serenova shows things are moving in the right direction. But it’s also clear there’s more to be done if women are going to feel genuinely supported at work during menopause.
- Healthcare and social services – 57%
- Public services, law and security – 53%
- Education and nonprofit – 52%
- Business, finance and professional services – 48%
- Retail – 44%
- Other sector – 42%
Women working in healthcare and social services are the most likely to say they feel supported by their employer. That’s perhaps not surprising. These environments tend to place greater emphasis on health, well-being and open conversation, which makes a real difference.
At the other end of the scale, women working in retail report feeling the least supported. Fewer formal policies, limited flexibility and customer‑facing roles can all make managing menopause symptoms more difficult on a day‑to‑day basis.
Barriers to Accessing Menopause Support
One of the clearest messages from the research is that having support in theory isn’t the same as feeling able to use it.
Menopause symptoms such as brain fog, anxiety, hot flushes and reduced confidence can have a real impact at work. But fewer than half of women say they feel comfortable raising the subject at all.
In some sectors, that figure is even lower. When menopause feels like a taboo topic, women can end up struggling quietly rather than asking for support that could make a real difference.
Over time, that can affect confidence, performance and wellbeing and, in some cases, lead women to step back from roles or leave work altogether.
Menopause symptoms can last for several years and often overlap with senior roles, leadership responsibilities and caring commitments outside of work.
Without the right support, employers risk:
- Losing highly experienced women
- Seeing productivity and engagement drop
- Higher absence or people pushing through when they’re struggling
- A widening gender gap at senior levels
On the flip side, organisations that get this right benefit from better retention, stronger engagement and a more open, supportive culture for everyone.
How Employers Can Offer Real Support
Supporting women through menopause doesn’t need to be complicated or expensive. Often, it’s about small, sensible steps that show understanding and flexibility.
That might include:
- Clear guidance or a menopause policy
- Training for managers so conversations feel easier and more confident
- Flexible working or reasonable adjustments where needed
- Access to occupational health or counselling
- Creating a culture where women’s health can be discussed without embarrassment
It’s also important that menopause education isn’t placed solely on the women experiencing it. When managers and colleagues understand what menopause is and how it can affect work, support becomes much more natural and effective.
With increasing focus on menopause in the workplace and new expectations for larger employers to have action plans in place, many organisations are at an important point of change.
For more information or for help implementing a menopause policy, please contact our team on 02920 853794 or email tcms@thomas-carroll.co.uk.
