Wellbeing of Women and Lancaster University have launched MENO-Kit, a free online resource they describe as the UK’s first evidence-based menopause workplace toolkit. It is aimed at managers, HR and occupational health teams, equality, diversity and inclusion leads, trade unions and employees, and is designed to give employers a practical way to respond to menopause at work, improve wellbeing and retain experienced staff. The toolkit is organised into four modules covering menopause awareness, symptom management, menopause champion training and cognitive behavioural strategies. According to Wellbeing of Women, the project brings together more than a decade of academic research into a format organisations can actually use.

Research-led development and testing

The resource was developed from studies carried out by Lancaster University, University of Nottingham and King’s College London, and it was tested in eight UK organisations across the public, private and charity sectors. The research included what the organisations describe as the UK’s first large-scale study of women’s experiences of menopause at work, which identified fatigue, poor concentration, low mood and hot flushes as symptoms that can affect working life. The same work also examined what kinds of workplace support employees said would be most helpful.

Growing focus on menopause support

The launch comes as employers face growing pressure to address the issue more seriously. Wellbeing of Women says menopausal women are now the fastest-growing group in the workforce, yet many workplaces still lack clear support. The charity argues that without action, women may cut their hours, turn down promotion opportunities or leave altogether, taking skills and experience with them. Its wider campaign material links better menopause support with stronger retention and improved wellbeing, echoing the case made in recent policy and economic discussions around women’s health at work.

Experts call for practical workplace action

Amanda Griffiths, emeritus professor of occupational health psychology at the University of Nottingham, said the toolkit reflects years of collaborative research and could make it easier for colleagues and managers to offer straightforward support. Janet Lindsay, chief executive of Wellbeing of Women, said too many women still struggle in silence and that the new resource is intended to fill a gap in employer capability. Abigail Morris said the toolkit should help organisations build more inclusive workplace cultures and develop action plans, while Davina McCall, the charity’s ambassador, said menopause should be treated as a normal life stage rather than something women must hide.

Reward Strategy’s Say

Recognition is an important thing, but only when it comes with action attached, and this is a step in that direction. It’s time we acknowledged menopause as part of our workforce planning agenda and embedded it into our workplace support. It isn’t just about showing support, but ensuring managers are equipped for these conversations so that when they happen, they promote trust and inclusion. As workforce demographics continue to change, a failure to address menopause effectively could lead to the loss of a large portion of your workforce at a time when their value is only heightened. The real test comes in the next step; it’s not about how many organisations simply adopt the policies, but about how many can foster a culture where employees are comfortable seeking support from managers that know how to respond.

   - Lukas Montgomery

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