This article was written by Karina Todd, Founder and CEO of Work Life People.

For many organisations, menopause remains one of the last workplace taboos. Yet with women over 50 representing one of the fastest-growing segments of the workforce, it is rapidly becoming a business issue that employers can no longer afford to overlook.

The good news is that the conversation around menopause has evolved significantly over recent years. What was once viewed solely as a personal health matter is now recognised as an important workplace issue affecting not only employee wellbeing but productivity, retention and organisational culture and reputation.

The question is no longer whether employers should address menopause. The question is whether they can afford not to.

The Hidden Cost of Ignoring Menopause

Symptoms such as brain fog, fatigue, anxiety, sleep disruption and reduced confidence can significantly impact an employee’s experience at work. For many women, these symptoms occur during the peak of their careers, often when they hold leadership positions and possess years of valuable organisational knowledge and expertise.

Research suggests that one in four women have considered leaving work due to the impact of menopause symptoms while one in ten actually walk away. For many of those who do stay, the impact of their symptoms means that they may reduce their hours, decline promotions or step back from leadership opportunities.

At a time when many organisations are focused on attracting and retaining skilled employees, losing experienced talent due to a lack of workplace support represents a significant and avoidable business risk and cost.

Retaining and supporting experienced employees is not only the right thing to do – it makes sound commercial sense.

Menopause Is No Longer Just a Wellbeing Issue

Increasingly, menopause is being viewed through the lens of inclusion, equality and employee experience.

Globally, menopause-related employment tribunal claims have risen steadily in recent years, often involving allegations of sex, age or disability discrimination.

The UK is moving towards a more structured approach to menopause support in the workplace, with the requirement for Menopause Action Plans being introduced on a phased basis in Great Britain. Larger employers are being encouraged to begin developing and publishing action plans as part of wider gender equality and reporting reforms. From 2027 onwards, employers will be required to formalise and report on menopause action planning as part of their broader workplace obligations.

While the legislation does not directly apply in Northern Ireland, it remains highly relevant for employers here as it is increasingly viewed as best practice across the UK, Ireland and internationally. Many organisations based in Northern Ireland also operate across Great Britain or within UK-wide frameworks, meaning alignment with emerging standards is important for consistency, equity and workforce experience.

In addition, employers here are already bound by existing health, safety and equality duties and there is growing expectation that these are met through more proactive, structured approaches. As a result, menopause action planning is increasingly being adopted as a practical way to demonstrate good practice, support employee wellbeing and ensure consistency across all sites and regions.

The direction of travel is clear. Organisations that act now will be better positioned than those that wait for legal or reputational pressures to force change.

Why Menopause Is Everyone’s Business

One of the biggest misconceptions about menopause is that it is a conversation only for women.

In reality, menopause affects entire workplaces. Managers need confidence to support team members appropriately. Colleagues benefit from understanding the challenges their teammates and family members may be facing. Leaders set the tone for workplace culture.

It is equally important to include male colleagues in the menopause conversation, when men are excluded, opportunities to build understanding, empathy and allyship are lost. By involving everyone, organisations create a culture where menopause is recognised as a normal life stage rather than a taboo topic.

Moving Beyond Awareness

Many organisations have already introduced menopause policies or delivered awareness sessions and, while these are valuable first steps, meaningful change requires a more structured and sustainable approach.

Creating a menopause-inclusive workplace involves:

• Developing a clear, inclusive policy that sets out the organisation’s commitment to supporting employees.
• Raising awareness across the entire workforce.
• Equipping managers with the skills and confidence to have supportive conversations.
• Providing practical workplace adjustments where appropriate.
• Embedding menopause within wider wellbeing, inclusion and people strategies.

When menopause support becomes part of everyday workplace culture, employees feel more comfortable seeking support and managers feel more confident providing it.

The Growing Role of Menopause Champions

Many organisations are also now establishing a network of Menopause Champions to help sustain momentum and ensure menopause remains part of ongoing workplace conversations – and not just a topic that is discussed in October – Menopause Awareness Month.

Champions act as visible advocates, trusted sources of information and signposts to available support. They help normalise discussions, encourage colleagues to seek help and act as a valuable link between employees and managers, helping to ensure concerns, experiences and support needs are understood and addressed.

Importantly, effective champion networks are diverse. They often include people of different ages, genders and roles, reflecting the reality that menopause affects the whole workplace.

When combined with leadership commitment, manager training and practical support measures, champions can play a powerful role in embedding a culture of openness, understanding and inclusion.

The Business Benefits of Taking Action

It is widely recognised that employers who take a proactive approach to supporting menopause in the workplace see wider measurable benefits across the organisation, helping to strengthen culture, engagement and retention.

These include:

• Improved employee retention.
• Reduced absenteeism.
• Increased engagement and productivity.
• Stronger diversity and inclusion outcomes.
• Enhanced employer reputation.
• Greater attraction of experienced talent.

Most importantly, these organisations create cultures where people feel valued, supported and able to perform at their best.

From Awareness to Action

While doing nothing is no longer an option, good intentions alone are not enough. Organisations need a clear roadmap to turn awareness into meaningful and measurable change.

Many employers are now adopting structured frameworks to assess their current position, identify opportunities for improvement and embed menopause support into wider people and wellbeing strategies.

The employers leading the way are not waiting for legislation to tell them what to do. They recognise that supporting employees through every stage of life is both a people priority and a business imperative.

By taking action today, organisations can strengthen workplace culture, improve retention and create environments where talented people can thrive throughout their careers. Because investing in people creates stronger teams, healthier workplaces and overall better business outcomes.

About the Author

Karina Todd is Founder and CEO of Work Life People, a workplace wellbeing and training organisation focused on creating healthier, more human workplaces.

Her work is driven by a belief that when organisations support the whole person, both people and businesses thrive.

She is the creator of Northern Ireland’s first Menopause Accreditation Programme, designed to support organisations to take structured, practical steps towards more inclusive and supportive workplaces.