Smaller employers often have advantages of closer relationships, faster decision-making, and greater agility in tailoring support.

Proactive menopause support can:

• Reduce sickness absence
• Improve retention
• Preserve institutional knowledge
• Strengthen employer brand
• Support recruitment

Creating a menopause-positive workplace fosters loyalty and reduces the risk of losing highly skilled, experienced employees at the peak of their contribution.

The Business Case for Proactive Support

Research consistently shows that approximately 1 in 10 women leave their jobs due to menopause symptoms and 8 out of 10 women say their employer hasn’t put in place a menopause absence policy, trained staff, or shared information where policies are in place.

When employers provide structured support, benefits include:

• Higher engagement
• Reduced absenteeism
• Improved performance
• Lower recruitment and training costs
• Reduced risk of tribunal claims

A recent case involving Lucie Walker and Swann Engineering Group highlighted how encouraging open conversations alone is insufficient without proper managerial training and empathetic implementation.

Organisations that foster inclusive cultures attract broader talent pools and build stronger reputations. When employees can bring their whole selves to work, performance and commitment follow.

NHS Well Woman Health Check: A Step Toward Early Recognition

The introduction of menopause-related questions into the NHS Well Woman Health Check represents an important step toward earlier recognition of menopause and related conversation.

In theory, this allows practitioners to connect symptoms to life stage rather than treating them in isolation. In practice, effectiveness will depend heavily on training and clinical confidence, as without sufficient menopause education, questions risk becoming procedural rather than meaningful.

Ther are some GP practices already offering menopause awareness sessions to patients, which is encouraging. 
Some symptoms experienced by women can often be treated in isolation when in fact they may be related to menopause.  Heavy bleeding being one example.  This creates an important consideration for employers offering private health insurance, as it will be prudent to understand whether symptoms that later receive a menopause related diagnosis could be excluded because of being deemed pre-existing.  Without a menopause informed approach women may face gaps in access to timely treatment with employer’s unintentionally undermining the very support their benefits are intended to provide. 

Female-Specific Testosterone: A UK First

For the first time, last year the Medicines and Healthcare products Regulatory Agency (MHRA) approved a female-specific testosterone formulation developed for use in the UK.

Women currently are being prescribed male-formulated products with adjusted dosage. A task that can be difficult, imprecise, and anxiety-inducing, leading to difficulty in being prescribed testosterone at all.

NHS prescribing is typically limited to women reporting a complete loss of libido. However, many women report additional benefits, including improvements in energy, cognitive clarity, and overall wellbeing as part of holistic hormone treatment.  There is however a current lack of research to support this observation.

A licenced version of the new formulation is expected to be available this year and accessible via private clinics.  NHS availability will be dependent on a National Institute for Health and Care Excellent (NICE) appraisal. If approval is given, its real-world impact will depend on access, prescribing confidence, and consistency across primary care.

It would again be prudent for employer’s offering private health care to understand if the scheme provided covers this type of menopause support.

From Policy to Practice: Avoiding the Tick-Box Trap

Legislation doesn’t automatically translate into lived experience.

Policies can exist without being embedded. Questions can be asked without being explored. Treatments can be developed without being accessible.

By taking proactive steps now, regardless of organisational size, employers can enhance wellbeing, reduce absence, and build a more resilient, inclusive workforce. The time to act is now, ensuring that menopause is no longer a silent struggle but a shared journey towards better workplace health and equality.

The gap between intention and implementation is where many women will continue to fall through the cracks.

Meaningful change requires:

• Leadership buy-in
• Ongoing education
• Accountability
• Cultural shift
• Curiosity about lived experiences

Menopause support needs to be integrated into wellbeing strategy, not treated as a one-off initiative.

Conclusion: Early Action Creates Lasting Impact

The Employment Rights Act 2025 represents structural change. While menopause action plans will become mandatory for larger organisations, every employer has an opportunity and a responsibility to lead.

By acting now, organisations can benefit from:

• Enhanced wellbeing
• Reduced absence
• Retaining experienced talent
• Strengthening of equality outcomes
• Building resilient, inclusive workplaces

Menopause doesn’t need more boxes ticked. It needs to be understood.