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Menopause in the workplace: Breaking the silence

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Menopause affects millions of women in the UK, bringing challenges like fatigue, hot flashes, and mood swings. Yet, 70% of women feel unsupported by their employers during this crucial transition. Our research, Menopause in the Workplace: Breaking the Silence – commissioned by Censuswide and surveying 1,000 women – uncovers these pressing issues. Keen to help shatter the stigma, empower women, and create menopause-friendly workplaces for good?

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As businesswomen navigating our own journeys with perimenopause, we understand firsthand the challenges women face in the workplace during this time. At hoomph, we believe creating awareness around menopause is not just essential for employee wellbeing, but also for fostering truly inclusive workplaces. While we aren’t menopause experts, we are passionate about helping businesses better support women during this life stage. Our mission is to ensure that organisations have the knowledge and tools to make real, meaningful changes that benefit both women and the wider business.

Sarah Stevens and Lisa Hallewell, co-founders and directors of hoomph

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One in 10 consider quitting work

The overwhelming symptoms of menopause, coupled with lack of support from employers, have led 15% of women to consider quitting their roles – particularly in high-pressure fields like technology, law, and the arts. More than a personal challenge, this can be damaging for businesses too. Companies miss out on top talent as seasoned professionals struggle to perform to their full potential, forced to battle debilitating symptoms out of their control. So, what can be done to improve workplace support?

The real-world impact of menopause

Catch a glimpse of our research findings from 1,000 women, revealing a sobering picture of the impact of menopause in the workplace and the need for better support.

70%

feel unsupported

by employers throughout the menopause journey.
53%

impacted daily

by menopause at work, rising to 70% among women aged 45-54.
63%

tech workers

report the highest levels of disruption, followed by healthcare (60%).
19%

feel embarrased

by the deep emotional and physical impacts of menopause.
15%

consider quitting

their jobs due to the impact of menopausal symptoms.
70%

seek better information

on the impact of menopause before experiencing it.

FAQs on menopause in the workplace

Explore some of our frequently asked questions surrounding menopause at work and the challenges women face.

More than half (53%) of women surveyed report that menopause affects, or has affected, their daily work life, with this figure rising to 70% among those aged 45-54. As well as addressing the specific challenges faced by women in the workplace, our comprehensive report uncovers wider hurdles, including a lack of preparedness and inadequate support. Offering actionable strategies backed by data, we also share tips for creating a more inclusive and supportive environment for women facing menopause.
While menopause causes ripples for women across various sectors, the impact is particularly evident in technology roles (62%), closely followed by women in healthcare (60%). These fields demand high mental agility, leadership, and adaptability, yet symptoms like brain fog and fatigue can severely impair these skills. As such, the need for tailored support in these sectors is evident. But how can employers drive greater inclusivity? And what impact does menopause have on working women? We cover these topics in greater detail in our report.
From marginal changes – such as implementing flexible work arrangements and providing practical adjustments like cooling devices – to fostering a culture of openness and understanding, there are numerous ways employers can help drive change. For a detailed roadmap, please refer to our full guide. Or, speak to our team.
The significant number of women considering leaving their jobs due to menopause, and turning to sources beyond their employees for support, highlights systemic issues that must be addressed. Under the Health and Safety at Work Act 1974, employers are responsible for protecting the wellbeing of all employees, including those experiencing menopause. The Labour government has also proposed that employers with more than 250 employees will need to create Menopause Action Plans to outline proper support measures.

A comprehensive policy should provide practical adjustments, promote open dialogue, and ensure fair treatment, ultimately enhancing employee wellbeing and retention while benefiting the organisation as a whole. There’s no one-size-fits-all approach to such a policy – requirements will differ from one organisation to the next. Whatever that looks like, our bespoke HR solutions help you put people at the heart.
Keen to gain actionable strategies and data-backed insights on effectively supporting menopausal employees? Discover how to enhance workplace wellbeing and drive transformative change for women in our report.