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March 18, 2025
Menopause is a significant life transition that affects millions of employees across the UK, yet it often remains overlooked in workplace discussions. As businesses increasingly focus on diversity, equity, and inclusion (DEI), providing support for employees experiencing menopause is crucial for fostering a healthy, productive, and inclusive work environment.
Menopause typically occurs between the ages of 45 and 55, which is also a time when many employees hold senior or leadership positions. Symptoms such as fatigue, mood fluctuations, hot flushes, and cognitive changes can affect concentration, confidence, and overall wellbeing. Without proper support, employees experiencing menopause may struggle at work, have higher rates of absence, or consider leaving their roles altogether.
Research continues to highlight the importance of employer support. A 2019 study by the Chartered Institute of Personnel and Development (CIPD) found that three out of five menopausal women were negatively affected at work, with nearly 30% having taken sick leave due to symptoms. Further emphasising the need for workplace action, a 2022 UK Parliament inquiry into menopause and the workplace demonstrated how greater awareness and flexibility can help retain experienced female talent.
More recently, a 2023 CIPD report of 2,000 women (aged 40 to 60 in employment) found that two-thirds (67%) of those who had experienced menopausal symptoms reported a negative effect on them at work. Alarmingly, one in six (17%) considered leaving their job due to a lack of menopause support.
1. Employee Retention and Engagement - Showing genuine care for employees’ wellbeing enhances loyalty, reduces turnover, and helps maintain a strong, diverse talent pool.
2. Enhanced Productivity - Employees are better able to focus on their roles and responsibilities when their symptoms are acknowledged and supported.
3. Reducing Stigma and Encouraging Open Conversations - Normalising menopause discussions helps break taboos and ensures individuals feel comfortable seeking the support they need.
4. Legal and Ethical Considerations - Under the Equality Act 2010, menopause-related discrimination can fall under age, sex, or disability discrimination. Meanwhile, the Health and Safety at Work Act 1974 requires employers to consider the impact of menopause when creating a safe and supportive environment.
• Flexible Work Policies - Allowing remote work, flexible hours, or additional breaks can significantly help employees who are managing menopause symptoms.
• Employee Assistance Programmes (EAPs) - Providing access to professional counselling, cognitive behavioural therapy (CBT), and wellness resources can offer the emotional and psychological support women need. NICE (National Institute for Health and Care Excellence) recommends CBT as a treatment option for managing menopause symptoms.
• Menopause Awareness Training - Equipping managers and colleagues with knowledge about menopause fosters empathy and inclusion.
• Physical Workplace Adjustments - Simple changes, such as temperature control, good ventilation, or access to rest areas, can make a world of difference.
• Support Networks - Peer support groups or mentorship programmes enable employees to share experiences, advice, and coping strategies.
• Access to Private Healthcare Services - By offering quicker appointments with GPs trained in menopause care, businesses help employees address symptoms effectively.
• Nutritional Guidance
Many women find nutritional advice and diet adjustments helpful in alleviating symptoms, reinforcing a holistic approach to health.
If you’re looking for a comprehensive solution that addresses both the medical and emotional aspects of menopause, take a look at TAC Healthcare’s Menopause Support Service. Through their iWell programme, organisations can provide:
• Experienced Menopause-Trained GPs - Offering tailored consultations (online or in-person) for diagnosis, hormone replacement therapy (HRT), lifestyle recommendations, and ongoing monitoring.
• CBT Programme and Counselling Sessions - Providing evidence-based support for managing stress, anxiety, hot flushes, and disrupted sleep through options ranging from group courses to personalised one-on-one counselling.
• Nutritional MOT Package - Delivering a personalised assessment and guidance to help women manage weight, energy levels, hormonal balance, and overall wellbeing during menopause.
All these resources work together to champion female employees and promote an inclusive, supportive working environment.
Menopause is not just an individual health matter; it is an issue with real implications for workforce wellbeing, productivity, and retention. By acknowledging its impact and adopting meaningful support measures, organisations can foster a culture of understanding and respect - one where everyone can thrive.
Discover how TAC Healthcare’s Menopause Support Service can help your team access expert medical guidance, psychological support, and holistic resources, ensuring every employee feels valued, supported, and set up for long-term success.
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