Why menopause-friendly workplaces are no longer just ‘nice to have’

The business case for menopause-friendly workplaces isn’t just strong - it’s urgent.

It’s estimated that more than 33 million women in the UK will go through menopause, and for 1 in 4, it has a significant impact on their ability to work. In the UK alone, that’s linked to around 14 million lost working days every year.

This isn’t a small issue. It’s affecting productivity, wellbeing and progression on a large scale.

I recently ran a Menopause-Friendly workplace series for Women in Sustainability Network and I was struck by how much uncertainty and misunderstanding still exists around the menopause and its real impact in the workplace.

The reality is:

• 80% of women aged between 40 and 55 experience symptoms
• Around 1 in 6 consider leaving their job
• 1 in 10 actually leave as a direct result.

Many women are navigating symptoms that impact confidence, performance and attendance - often for years. And these aren’t early-career roles we’re talking about. This is experienced talent, often at senior levels, walking out the door.

Gender pay gap impact

And then there’s the gender pay gap. Menopause often hits at peak career stages. Without the right support, women reduce hours, step back or leave altogether. Progression stalls and the gap widens. This is why new legislation connects menopause support directly to pay equity.

Equality is both a people issue and an economic one. Organisations that respond well are seeing the benefits, reporting lower absenteeism, higher productivity, better staff retention and a more attractive employer brand.

What does good look like in practice?

It starts with managers. When they understand what menopause can look like, and they feel confident having conversations around it, it reduces stigma and strengthens support.

From there, small adjustments such as flexible working, better temperature control and quiet spaces, can make a big difference. These aren’t complex or expensive, but they can be transformative.

The most effective organisations don’t treat menopause as a standalone policy. They build it into wellbeing, inclusion and leadership strategies - because that’s where it belongs. Importantly, they also listen. Through surveys, conversations and employee networks, they take the time to understand what people actually need and respond accordingly.

They also connect the dots, linking menopause support to retention, progression and closing the gender pay gap.

General awareness training helps make it an inclusive conversation for all staff.

Employment Rights Act 2025

The new Employment Rights Act 2025 marks a significant turning point. For the first time, menopause support is being embedded into workplace regulation alongside gender equality.

Now is the moment for employers to act. Start by reviewing what your menopause support looks like, start engaging leadership and test what works.

This isn’t just about compliance. It’s about creating workplaces where experienced women can stay, grow and lead - where inclusion isn’t just talked about, but felt.

The organisations that move early won’t just keep up. They will help define what better work looks like.

How can I support you?

I am a menopause coach and trainer who works with organisations to design and deliver:

• General menopause awareness, including ‘Lunch and Learns’
• HR and manager training, linking menopause to inclusion and retention
• One-to-one or group coaching for women to support their wellbeing and development.

If you’re preparing for the new requirements, or want to lead the way rather than follow, get in touch to explore my tailored training and coaching support. I’d be delighted to speak with you and see how I can help. Book a free 20-minute online ‘Clarity Call’ with me here.

Traci Lewis, Green Career and Menopause Coach, Sustain-Live Consulting Ltd

traci@sustainlive.org  www.tracilewis.co.uk

For further information:

• Acas – Employment Rights Act 2025
• CIPD HR-Inform – Employment Rights Act
• Fawcett Society – Menopause and the Workplace