Organisations are facing a workforce challenge that has long been underestimated: ignoring menopause. Often framed as a personal or private health matter, menopause is increasingly recognised for what it truly is — a critical workplace, economic, and talent issue.

As workforces age and more women remain in employment through their 40s and 50s, menopause is no longer a niche concern. Ignoring menopause affects productivity, retention, engagement, and employer reputation on a global scale. And for organisations that fail to act, the cost is substantial — though often hidden.

Woman working at her desk in a modern office, representing menopause-aware workplaces and women’s health support at Menopause Hub Academy.

A Growing Workforce Reality Across the UK, Europe, and Beyond

Across Europe and the UK, millions of women are working through perimenopause and menopause at any given time. In Ireland alone, official labour data shows that over 420,000 women are navigating this life stage while in paid employment. Similar demographic patterns exist across the UK, Western Europe, and North America, where women represent a growing proportion of experienced, senior, and leadership-level talent.

What’s consistent across regions is this: menopause is not an exception — it is inevitable. The vast majority of women will experience symptoms, many of which directly affect how they perform at work.

Large-scale surveys consistently show that almost all women experience menopausal symptoms, with over one-third reporting severe symptoms. These are not minor discomforts. They are symptoms that interfere with cognitive function, confidence, energy levels, and physical comfort.

Symptoms That Directly Impact Performance

When women are asked which symptoms most affect their working lives, the same issues appear again and again across countries and industries:

Brain fog, memory issues, and difficulty concentrating
Persistent fatigue
Feeling overwhelmed or emotionally depleted
Loss of confidence
Anxiety

These symptoms strike at the core of workplace performance. Decision-making, communication, leadership presence, and confidence are all compromised, often during the very years when women are expected to be at their professional peak.

Research consistently shows that over 80% of menopausal employees report an impact on their work performance, ranging from reduced productivity to difficulty managing workload and stress.

Woman and male colleague in conversation at work, reflecting menopause awareness, inclusive policies, and supportive workplace culture

Absence, Presenteeism, and the Cost of Silence

Menopause-related absence is one of the most visible — and costly — consequences of inadequate workplace support. Around four in ten women report missing work due to symptoms, with many missing multiple days per year.

However, the bigger issue is not just absence — it’s silence.

Across the UK and Europe, the majority of women do not feel comfortable disclosing menopause as the reason for time off or reduced performance. Fear of being judged, overlooked, or seen as less capable keeps many women quiet. This leads to presenteeism — showing up but operating well below capacity — which is often more costly to employers than absence itself.

When organisations create cultures where health issues are stigmatised or minimised, they block honest conversations and prevent simple, low-cost accommodations that could dramatically improve performance and retention.

Stigma, Age Bias, and Organisational Risk

Despite growing public awareness, menopause remains one of the least understood and most stigmatised workplace health issues globally.

Surveys show that:

Around half of women believe menopause is still stigmatised at work
One in three feel uncomfortable discussing it in a professional setting
Many associate menopause with fears of ageism or career stagnation

This discomfort is not benign. It creates psychological strain, erodes trust, and exposes organisations to reputational and legal risk, particularly as menopause-related discrimination claims continue to rise.

This risk landscape is now shifting rapidly due to regulatory and legislative change. In the UK, menopause is being repositioned from a wellbeing initiative to a matter of employment compliance. Under the forthcoming Employment Rights Bill, employers with 250 or more employees will be expected to implement and evidence a Menopause Action Plan. From April 2026, voluntary guidance will begin, with mandatory requirements following from 2027. Organisations will be required not only to have policies in place, but to demonstrate real, operational action — including senior ownership, manager training, workforce education, practical workplace adjustments, and ongoing review. The difference between having a document on file and being able to evidence credible action will matter.

A similar compliance lens is already emerging in Ireland through mandatory Gender Pay Gap Information Reporting, overseen by the Department of Children, Disability and Equality. While menopause is not explicitly named in the legislation, its impact is deeply intertwined with pay gaps, retention, progression, and workforce participation among midlife women. As employers are required to publish gender pay gap data and action plans annually, menopause-related attrition, reduced hours, and stalled progression become increasingly visible — and increasingly difficult to ignore. In this context, menopause support is no longer just a cultural signal; it is a material factor in pay equity, talent sustainability, and organisational accountability.

Smiling woman at work in a supportive, menopause-inclusive workplace promoting employee wellbeing and retention

The Career Cost: A Quiet Loss of Talent

Perhaps the most damaging impact of ignoring menopause is the gradual loss of experienced women from the workforce.

Across multiple studies and regions:

Around one-third of women step back from promotion opportunities
Nearly 30% reduce working hours
Over one-third consider leaving their roles entirely
Around 8–10% leave employment altogether due to unmanaged symptoms

This represents a silent talent drain at mid and senior levels, precisely where experience, institutional knowledge, and leadership capability matter most.

Replacing this talent is expensive. Recruitment, onboarding, lost expertise, and disrupted teams all carry measurable costs. Yet many organisations continue to treat menopause-related attrition as an individual issue rather than a systemic failure of workplace design.

The Business Case for Menopause Support

The evidence is clear: support works.

UK data shows that workplaces offering tailored menopause support ( including education, flexible work arrangements, and stigma-reducing policies) report:

Up to 80% improvement in staff retention
Around 50% productivity uplift among menopausal employees
Significant reputational benefits that strengthen employer brand and recruitment appeal

Women themselves confirm this. When asked what meaningful support would change:

Over half say it would reduce stress and anxiety
More than 40% report increased confidence and engagement
Over a third say their performance would improve
A significant proportion say they would be less likely to leave or reduce hours

In short, menopause support is not a cost. It’s an investment with clear returns.

What Employees Are Asking For

Across regions, the message from employees is consistent and practical:

Mandatory menopause education at work
Training for managers and HR teams
Clear, dedicated menopause policies
Access to specialist support
External accreditation or standards to ensure accountability

These are achievable measures that signal seriousness, inclusion, and modern leadership.

Time for Leadership, Not Silence

Menopause is a workplace reality across the UK, Europe, and beyond. Organisations that fail to address it will continue to lose talent, performance, and credibility, often without fully understanding why.

Those that act, however, position themselves as future-ready employers: inclusive, resilient, and competitive.

At Menopause Hub Academy, we work with organisations internationally to turn menopause support into a strategic advantage through training, policy development, and cultural change.

If your organisation is ready to lead rather than lag, get in touch or schedule a call with our team. Supporting menopause at work isn’t just the right thing to do. It’s smart, sustainable business.

Note: Unless otherwise stated or directly linked, all statistics referenced in this article are drawn from Menopause Hub Academy’s Perimenopause & Menopause Survey 2025, conducted among 2,555 perimenopausal and menopausal women.

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