World Menopause Day 2025: Supporting Women in the Workplace

World Menopause Day takes place on 18 October every year. This global campaign aims to raise awareness of the menopause and promote practical ways to improve the health, wellbeing, and workplace support of those affected. So, how can you help your employees during this important stage of life?

What Is the Menopause?

The menopause is a natural biological transition that typically occurs between the ages of 45 and 55, though it can begin earlier. Symptoms — both physical and psychological — can last for several years and vary in severity from person to person.

Why Are We Talking About Menopause Now?

Historically, menopause has been a taboo topic in the workplace. Many women have felt unable to speak openly about their experiences, fearing stigma, ridicule, or being perceived as unfit for their roles.

Today, attitudes are shifting. With women working longer and more women are progressing into senior positions, businesses are recognising the need to address menopausal challenges in order to retain and support female talent.

Are Employers Legally Required to Provide Menopause Support?

The Labour Government has pledged to enhance menopause support in the workplace. As part of this initiative, larger organisations (over 250 employees) will soon be required to produce menopause action plans. According to the Employment Rights Bill roadmap, published in summer 2025, official guidance is expected by April 2027.

However, employers are encouraged to act now. With women aged 50 and over forming the fastest-growing segment of the UK workforce, there has also been a noticeable rise in discrimination claims citing menopause. To prevent such cases, it’s vital to break down barriers to discussion and create an inclusive, supportive culture.

How Does the Menopause Affect Women?

Common menopausal and perimenopausal symptoms include:

• Insomnia
• Fatigue and exhaustion
• Joint pain or stiffness
• Hot flushes
• Brain fog
• Heavy or irregular bleeding
• Anxiety and worry
• Difficulty concentrating

Symptoms vary significantly, and their impact can be profound — both personally and professionally.

Is the Menopause a Protected Characteristic?

While the menopause itself is not currently a protected characteristic under the Equality Act 2010, severe symptoms may qualify as a disability in some cases.

Additionally, derogatory comments or inappropriate behaviour towards menopausal women could result in grievances or claims of sex and age discrimination.

How Can Businesses Support Menopausal Employees?

Employers can take several practical steps to support staff experiencing menopause, including fostering an open, understanding workplace culture where employees feel safe to discuss their experiences without fear of judgement.

Effective support strategies include:

• Educate managers and employees about menopause using reliable, up-to-date resources.
• Develop a menopause policy or guidance that is accessible and well-communicated.
• Offer reasonable adjustments, such as flexible working hours, relaxed uniform policies, additional breaks, or home working (where possible).
• Provide supportive workplace facilities, including fans, access to cool water, and private changing areas.
• Include menopause considerations in risk assessments and review these regularly.
• Signpost staff to external support, such as their GP or an Employee Assistance Programme (EAP).
• Prepare for legal compliance, ensuring your organisation is ready for upcoming menopause legislation.

Why Should Employers Support Menopausal Employees?

Providing menopause support isn’t just a moral obligation — it’s a smart business decision.
Benefits include:

• Improved staff retention and morale
• Enhanced productivity and engagement
• Reduced absenteeism and discrimination risk

Furthermore, menopause can impact the Gender Pay Gap, as many women experience symptoms at the point in their careers where they are ready to take on senior roles. Implementing a strong menopause policy can help retain experienced female leaders and drive long-term business performance.

Case Study: Supporting Staff in the Care Sector

We recently supported one of our Care Sector clients, whose workforce includes a high proportion of employees within the “menopausal age range”.

We helped educate their management team on how to support staff affected by menopause. This included reviewing the organisation’s staff uniforms, previously made from polyester, and replacing them with a breathable fabric to improve comfort and wellbeing.

Get in Touch

Would you like to learn more about supporting your staff through menopause? We’re here to help.