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With research showing that two thirds of working women between the ages of 40 and 60 have experienced menopausal symptoms at work and it’s had a negative impact, we look at the steps all employers should consider to support this fastest growing workplace demographic...

Menopausal women represent the fastest growing workplace demographic. According to menopause statistics, in 2018, 14 million workdays were lost due to menopause, and it’s estimated that by 2030, menopause-related productivity losses could cost more than £110 billion a year...

Worldwide, it’s estimated that around half of all menopausal women work during their menopausal years. That’s around 328 million women. But with a general lack of understanding about menopausal symptoms and health issues associated with Menopause not recognised or talked about in the workplace, it’s estimated that around 52% of all menopausal women consider leaving employment.

By committing to a ‘menopause at work’ pledge and adopting a ‘menopause at work’ policy that can include flexible hours, hybrid working, job sharing, paced working and task scheduling, rest spaces and regular supportive contact with managers, the whole ‘menopause at work’ culture can be improved to provide greater understanding and support, resulting in increased productivity and reduced sickness absenteeism.