Why Menopause is Everyone’s Business in the Workplace

A Strategic, Human and Financial Imperative for Modern Organisations

Menopause is no longer a private whisper in the women’s restroom it is a workplace issue that affects productivity, talent retention, gender equity and the bottom line. With women making up nearly half the global workforce and the average age of menopause sitting at 51, millions of employees are either experiencing menopausal transition right now or will do so while still in paid employment.

Yet too many organisations still treat it as an individual health concern rather than a collective business responsibility. That silence is expensive in absenteeism, presenteeism, lost experience and preventable resignations.

Here’s why menopause belongs on every leader’s agenda, regardless of gender, age or role.

1. The Scale Most Leaders Underestimate

• 100 % of women who live to age 60 will go through menopause.

• In most developed economies, the majority of women aged 45–60 are in the labour force.

• In the UK alone, 4.5 million women aged 50–64 are employed the fastest-growing segment of the workforce.

• 900 000 women in the UK have left their jobs in recent years because of menopausal symptoms (UK Government report, 2024).

• In Australia, 1 in 10 women leave the workforce completely because of menopause (CIPD 2024).

When almost one in ten experienced women walks out the door, often at a senior or specialist level that is not a “women’s issue”.

It is a talent-retention crisis.

2. The Hidden Cost of Doing Nothing Research consistently shows the financial and performance impact:

Impact Area

Estimated Cost / Effect

Presenteeism & reduced productivity

Up to 10× more costly than absenteeism (Bupa & CIPD, 2023)

Staff turnover

Replacing a mid-to-senior professional costs 1–2× annual salary

Lost knowledge & experience

Women aged 45+ hold disproportionate institutional knowledge and client relationships

Legal & reputational risk

Rising number of tribunal cases citing menopause-related discrimination (UK, Aus, US)

Engagement & morale

Teams notice when colleagues suffer in silence — trust in leadership drops

A 2024 Bank of America Merrill Lynch analysis estimated that failing to support menopausal employees costs the US economy $26.6 billion annually in lost productivity and healthcare expenses.

3. Symptoms Are Not Everyone Sees The 34+ recognised symptoms range from mild to debilitating:Most visible: hot flushes, night sweats, irregular periods
Most disruptive at work: brain fog, anxiety, low mood, fatigue, insomnia, joint pain, reduced confidenceWhen a high-performing director suddenly struggles to recall words in a board meeting or a project manager calls in sick because she hasn’t slept for four nights, colleagues rarely connect the dots to menopause. Instead, competence is questioned, confidence erodes and careers stall.4. It’s a Gender-Equity IssueWomen already face a broken rung at mid-career. Menopause hits exactly when many are poised for the biggest promotions of their careers. Without support:

• Women downshift or step back, widening the senior-leadership gender gap

• Perception of “lack of ambition” becomes cemented

• The pipeline to the C-suite leaks at the precise moment it should be strongest

Supporting menopause is not charity — it is the missing piece in most corporate gender-equity strategies.5. It’s Also a Men’s IssueOver 70 % of women experiencing severe symptoms say their direct manager is male. Male partners, sons and colleagues are affected at home and notice the ripple effects at work. When men understand menopause, they become better allies, fairer managers and more supportive teammates.What Progressive Workplaces Are Doing (and Seeing Results)Leading employers — from Lloyds Banking Group and Unilever to the BBC and several Australian state governments — have introduced menopause policies and seen:

• 20–30 % reduction in menopause-related sickness absence

• Higher retention of senior women

• Improved scores on inclusion surveys

• Positive employer-brand impact (especially with Gen Z talent who value authenticity)

Practical, low-cost actions that deliver outsized returns:

• Menopause guidance in HR policies and on the intranet

• Trained line-manager toolkits and conversation guides

• Flexible working as standard (core hours, remote options, compressed weeks)

• Simple workplace adjustments: desk fans, temperature control, rest areas, uniform breathable fabrics

• Access to Employee Assistance Programmes that explicitly cover menopause

• Menopause champions or peer-support networks

• Leadership commitment: CEOs and executives speaking openly about the topic

The Bottom LineMenopause is not going away, but the talent drain and productivity loss can be stopped. Organisations that treat menopause as a strategic priority will:

• Retain institutional knowledge

• Close the mid-career gender gap

• Boost engagement and wellbeing across the entire workforce

• Gain a competitive edge in attracting values-driven talent

It’s time to move menopause from the margins to the mainstream of workplace strategy.Because when women thrive through midlife and beyond, everyone wins — the employee, the team and the business.Let’s make menopause everyone’s business.Further reading & resources

• CIPD Menopause in the Workplace Guide (2024)
  Menopause Mandate (UK) & Australasian Menopause Society workplace toolkits
  Books: “The Menopause Manifesto” – Dr Jen Gunter | “Flash Count Diary” – Darcey Steinke

Your organisation doesn’t need another diversity initiative. It needs a menopause strategy. The evidence — and the women in your workforce — are waiting.