Over the summer, the government has released its findings after undertaking a literature review on menopause in the workplace. Around the same time, the Open University published an independent report addressing inaccurate menopause data. Taken together, the reviews offer valuable guidance to employers on ensuring a menopause-friendly workplace. We highlight the key takeaways.
The government review
The Employment Rights Bill has placed a greater emphasis on workplace menopause support, an issue on which we have already seen a rise in tribunal cases, making the government’s review (the Review)very timely. Itanalysed 42 publications from April 2016 to October 2024, reviewing current knowledge and identifying gaps in the available evidence. The Review looked at three main areas:
- Impact on work and wellbeing: The Review found that around 27% of women reported having at least moderate issues managing their menopause symptoms at work, often impacting their confidence and wellbeing. The impact is not only physical, with working conditions, job security and financial circumstances also playing significant roles. Studies also found that negative stereotypes and workplace cultures have a substantial impact on women’s experiences.
- Employer support: A large survey revealed that only 19% of women were aware of available workplace support. In male-dominated organisations, stigma and fear of discrimination often stop women from seeking help, even where policies exist. While many women desire more information and workplace adjustments, preferences vary depending on workplace culture and individual needs. Without formal support, many women develop their own coping strategies.
- Economic impact: Only two studies addressed the economic cost of menopause in the workplace. The most comprehensive estimate suggests an annual cost of approximately £1.5 billion due to unemployment, £191 million from absenteeism and £22.4 million from presenteeism. While these figures are lower than those for some other women’s health conditions, such as dysmenorrhea (painful menstrual cramps), they are still significant.
One area of dispute is the relationship between menopause and employee engagement. Some studies link menopause to reduced employment, increased absenteeism and reduced hours. Others, however, find no significant difference, suggesting that the workplace environment, and particularly work stress, is a more significant factor.
The Review identifies key evidence gaps and recommendations for future research:
- Representative and diverse samples: Most studies lack ethnic diversity and rarely include trans men, non-binary individuals or women in manual or low-paid roles. Positive menopause experiences are also underrepresented.
- Objective measures: Rather than relying on self-reporting, as many of the studies do, there is a need for objective measures of menopause status and symptoms.
- Employer perspectives: More employer surveys are needed to accurately assess the extent of support offered.
- Women who leave employment: Research should cover the experiences of women who have left employment or are seeking work due to menopause.
- Intervention studies: There is a lack of studies evaluating the effectiveness and potential costs of workplace support.
- Economic costs: More comprehensive studies are needed to accurately quantify the economic costs linked to women’s experiences of menopause in the workplace.
The Open University report
The Open University’s independent report (the Report) provides a broader evidence review, highlighting that many widely used statistics are inaccurate or misleading. For example, the Report discredits the claim from a well-known doctor that more than 90% of women experience serious work performance impacts due to menopause, finding that the research behind the statistic used a non-representative sample.
Drawing on more than 230 sources, from lived experience to international studies, the findings aim to exclude any weak or misleading reports. The Report identifies the most common symptoms affecting performance, the effect of different work environments and which adjustments have the most impact. It emphasises the risks of being silent about menopause in the workplace and instead recommends that employers use an evidence-based approach to develop meaningful change.
Takeaways for employers
Both the Review and the Report underline a key challenge: much of the available menopause data is inconsistent or based on weak evidence. Before relying on statistics to shape policy, employers should fact-check and ensure the sources are representative. This reduces the risk of embedding myths or implementing measures that are ineffective or even counterproductive.
Employers should also embed menopause awareness into workplace culture rather than treating it as a standalone initiative. This means:
- Policy and process: Review existing policies (health and wellbeing, flexible working, absence management, equal opportunities) to ensure they capture menopause-related issues. If you have standalone policies, keep them practical and integrated rather than duplicative.
- Training and awareness: Equip line managers with confidence and tools to handle sensitive conversations appropriately. Training should focus on practical adjustments and avoiding discriminatory treatment, not just awareness-raising.
- Open dialogue: Create safe, stigma-free spaces for employees to raise concerns, whether through staff networks, HR points of contact or manager conversations. Make sure employees know how to access support and adjustments without fear of career detriment.
- Tailored adjustments: Recognise that experiences differ. Simple steps such as flexible hours, temperature control or access to quiet spaces can be highly effective, but adjustments should be individualised rather than one-size-fits-all.
- Monitoring impact: Track uptake and effectiveness of initiatives. Consider using anonymous surveys or focus groups to understand whether employees feel supported and whether policies are making a difference.
Finally, keep in mind the legal and employee relations context. With menopause increasingly cited in tribunal claims, employers that fail to act risk reputational and legal consequences. An evidence-based, supportive approach can both reduce legal risk and improve retention, engagement and wellbeing.
