Four reasons your company should have a menopause policy in place

It’s time to break the silence around menopause - especially in our workplaces - and start treating it like the public health issue that it is. Here's why your company needs a menopause policy in place.

min read

Women over the age of 50 are the fastest growing demographic in the workplace. But with more than 1 million UK women considering leaving their jobs due to a lack of support for menopausal symptoms, companies start supporting individuals through perimenopause and menopause.

Despite often being at the peak of their careers, a study we ran with The Latte Lounge showed that 42% of menopausal women were thinking about leaving their jobs, 96% felt unprepared when they went through the menopause and 29% said they felt overwhelmed by it all.

It’s time to break the silence around menopause - especially in our workplaces - and start treating it like the public health issue that it is.

1. Support for menopausal symptoms is crucial in building an authentically diverse and inclusive workplace

Over recent years (and especially following the pandemic) there has been a welcome and necessary emphasis on both supporting diversity in the workplace and looking after the wellbeing of employees.

Conversations around the menopause have been steadily gaining momentum and many employers are recognising the fact they need to do more to support their team members who may be experiencing hot flushes, night sweats or brain fog, to name a few of the more common symptoms. Hormonal health journeys associated with the menopause can be extremely debilitating and career impacting for women to suffer through without workplace support.

Fortunately, employers are now responding to these trends and looking at ways to support employees from all groups, including menopausal women. his is largely due to to greater menopause awareness, and understanding of the impact menopause can have.

If you’re looking to understand how the menopause can impact people’s daily and work lives, download our Whitepaper here.

People of menopausal age are often at the peak of their careers having long-established their expertise, professional reputations, networks, and successes. If employers can better support  women through this stage of life, it would not only generate value in stronger recruitment efforts and more effective employee retention, but also go a long way in demonstrating their commitments to diversity, equity and inclusion.

Supporting menopausal women at work is advocacy for women in the workplace - it shows a company's true commitment to enhancing employee wellbeing, and minimising the negative impacts symptoms can have on staff.

2. You’ll retain your most talented people and attract the best people to join you team

Menopausal women are often at the peak of their careers, bringing valuable knowledge, skills, and experience to the business. But without support from their company and their teams, lots of people consider leaving work completely or look for work elsewhere

It costs a company £30,000 on average to replace an employee, but companies that provide support for menopause and perimenopause are likely to retain a lot of these people who may otherwise leave. In our study run with The Latte Lounge, 75% of people who experience menopause symptoms said they’d be more loyal to a company that provides menopause support.  

As well as this, more and more prospective employees are looking at wellbeing offerings and policies when looking for that next role. Companies that go the extra mile to create an open and inclusive workplace culture are significantly more attractive to join.

3. It'll show that you care about the progression of your employees (as well as the gender pay gap!)

Many women feel like menopausal symptoms hinder progression in their careers, and this lack of progression or retention of women in senior roles inevitably affects the gender pay gap. The gap is the widest for women over 50, earning 23% less than their male equivalents!  

By actively supporting women through menopause, companies are more likely to see more women progress to senior roles, and research shows the most gender-diverse companies are more likely to make a greater profit and outperform those which are male-dominated.  

4. You will see improved employee happiness and increased wellbeing and productivity

Around 59% of menopausal women took time off work due to symptoms, 18% of people took more than 8 weeks off. But with a more supportive work environment and access to menopause healthcare benefits, women are more likely to stay in work and be happier at work.

80% of those who suffer with menopause symptoms believe menopause support at work would lead to improved performance and productivity. So what else are you waiting for? 😉  

If you want to learn more about supporting women thought the menopause at work, download our free Whitepaper now, or get in touch today at - we’d love to hear from you.