Two leading menopause researchers are urging employers to move beyond awareness campaigns and into practical action, as evidence increasingly shows that untreated symptoms can affect performance, attendance and career progression. The central message from Professor Jo Brewis and Professor Carol Atkinson is that menopause should be treated as a workplace issue as well as a personal health matter, especially with new duties for larger employers on the horizon.

The economic and workplace impact

The case for action is not just anecdotal. According to the CIPD, women’s health problems cost the UK economy almost £11 billion a year through absence and lost productivity, with menopause accounting for about £1.5 billion of that total. In a 2023 survey, the CIPD found that 73% of women aged 40 to 60 had experienced menopause-related symptoms and two-thirds said the effect on their work was mostly negative. The same research showed that more than half had been unable to work because of symptoms, while only 24% of organisations had a menopause policy in place.

Career progression and inequality

The impact can be especially sharp for women who already face barriers at work. The CIPD has said that 27% of women experiencing menopause symptoms reported a negative effect on their career progression, rising to 36% among women with disabilities or long-term health conditions and 38% among those from ethnic minority backgrounds. Earlier CIPD findings also showed that 59% of working women aged 45 to 55 with symptoms said their jobs were affected, with many reporting reduced concentration, higher stress and less patience with clients and colleagues.

New research highlights unequal experiences

Professor Brewis’s latest review, backed by the Menopause and Menstruation Friendly Employer Awards 2025, broadens the evidence base further. Drawing on 132 publications, including peer-reviewed studies, official reports and high-quality grey literature, it concludes that menopause is not experienced in the same way by everyone. The findings point to differences linked to race, disability, neurodiversity and gender identity, and also show that workplace conditions such as poor ventilation, heavy uniforms, rigid shifts and sustained pressure can make symptoms harder to manage.

What effective workplace support looks like

The research also reinforces what Acas and NHS Employers have been telling organisations for some time: support works best when it is simple, visible and backed by trained managers. Acas recommends early and regular conversations, health and safety checks and environmental adjustments such as cooler spaces, extra breaks and flexible hours. NHS Employers likewise says menopause should be addressed through a mix of support for organisations, line managers and employees, while the CIPD has highlighted temperature control and flexible working as practical measures that can help.

Policy changes and the direction of travel

For employers, the direction of travel is clear. Under the Employment Rights Bill, larger organisations are expected to be required to publish menopause action plans, and many businesses are already moving ahead of that timetable. The point, researchers say, is not only compliance but culture: a written policy matters only if it is understood, used and reinforced by day-to-day behaviour.

As the evidence base grows, the argument is becoming harder to ignore. Menopause support is not a niche benefit; it is a retention issue, a productivity issue and, increasingly, a test of whether workplaces are designed to keep experienced people in work.

Rewards Response

Awareness is on everyone’s lips but its time we put it into action rather than just bought attention to it, and the numbers seem to agree. With most women experiencing symptoms that will impact their work, it seems only sensible for some measure of accommodation to be put in place to give employees the support they need. Yet it doesn’t need to be about building a whole new system, what you already have can likely be adjusted to help. Flexible working is a common benefit in today’s workplace; regular conversations show an interest in your employee’s future and growth, allowing clearer communication and should be a practice workplaces strive for with all employees.

Putting these things in place now will not only show employees you care, but when the time comes that menopause action plans are a matter of compliance, you’re already a step ahead of the game.

   - Lukas Montgomery

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