Article 1 - Menopause @ Work: From Cost Centre to Competitive Advantage
The numbers tell a story that forward-thinking UK organisations can no longer ignore. 90% of workplaces have no formal support for women experiencing menopause, yet 63% of menopausal women say their working life has been negatively affected by symptoms. More telling still, over half of respondents were able to think of a time when they were unable to go into work due to their menopause symptoms.
This isn't just about fairness—it's about recognising that women of menopausal age (45-54) make up 11% of all people in employment and 23% of all women in employment—3.5 million women. When we lose them to preventable workplace challenges, we lose institutional knowledge, leadership capability, and competitive edge.
The Real Impact Goes Beyond Hot Flashes
While temperature regulation gets the headlines, the workplace reality is more complex. Research shows that two-thirds (67%) of women aged 40-60 with experience of menopausal symptoms say they have had a mostly negative effect on them at work. But dig deeper, and you'll find the symptoms creating genuine workplace barriers: brain fog affecting decision-making, sleep disruption impacting concentration, and anxiety undermining confidence in meetings.
Government research reveals that productivity may actually increase as symptoms worsen—not because women are more capable, but because they're compensating by working unpaid hours outside working time. A clear signal that the issue isn't capability, but support.
The Business Case for Change
Nearly 8 out of 10 menopausal women are in work, making them the fastest-growing demographic in the workplace. In the UK, menopausal women represent 3.5 million workers—11% of the entire workforce. These aren't just statistics; they're your senior managers, your institutional knowledge holders, your most experienced team members.
Progressive organisations are recognising this demographic shift as an opportunity. The Faculty of Occupational Medicine confirms that companies creating menopause-inclusive environments retain talent longer, reduce recruitment costs, and tap into the wisdom and stability that comes with life experience.
Small Steps, Significant Impact
Creating an inclusive menopause workplace doesn't require wholesale policy overhauls. It starts with understanding and responding to practical needs:
Environmental adjustments that take three minutes to implement: Ensure meeting rooms have temperature controls accessible to all participants. Position fans strategically in open-plan offices. Keep cold water readily available in meeting spaces.
Flexible working arrangements that cost nothing but deliver everything: Allow desk fans or portable cooling devices. Permit flexible start times for those managing sleep disruption. Enable breaks during long meetings without explanation required.
Communication culture shifts that change everything: Train managers to recognise when someone might be struggling without making assumptions. Create space for honest conversations about needs without medical disclosure requirements. Normalise discussion about this life stage as you would any other health consideration.
Practical workplace policies that demonstrate care: Include menopause in existing wellbeing policies. Provide access to quiet spaces for managing symptoms. Consider uniform flexibility in customer-facing roles.
The New Phase Opportunity
Here's what organisations implementing these changes discover: retention improves, workplace culture strengthens, and productivity actually increases. When women feel supported rather than stigmatised, they bring their full selves to work. They stop spending energy hiding symptoms and redirect that energy into contribution.
The companies getting this right report improved team dynamics, reduced absence rates, and enhanced reputation as employers of choice for mid-career professionals.
Your Next Step
Start with one conversation. Whether you're experiencing menopause yourself, managing someone who is, or leading an organisation that employs women over 40, open the dialogue. Ask what support would make the biggest difference. Listen to the answers without trying to fix everything at once.
The economic argument is clear: supporting women through menopause isn't an optional nice-to-have—it's a strategic imperative. The demographic shift is already here. The question isn't whether your workplace will adapt, but whether it will do so proactively or reactively.
The organisations that act now will gain competitive advantage through inclusive practices that retain and unleash the potential of experienced women. Those that don't will watch their talent walk away to employers who understand that this life stage isn't an ending—it's a new beginning.
What one small step could your workplace take this week to become more menopause-inclusive? The women in your organisation—and your bottom line—will thank you.
Author: Siobhan Merrion | Second Bloom
Date: 01/09/2025
Watch for my follow on Article 2 - "Beyond Policy: Creating a Menopause-Confident Culture"
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