Menopause in the Workplace
Menopause in the Workplace
There are 11.3 million people aged over 50 at work in the UK today, a third of the workforce, including 4.6 million women aged 50 to 64. As the average age for reaching menopause is 51, many will be transitioning through menopause, making this a key issue for today’s workplace.
The UK is facing both skills shortages and more people not in work or looking for work. Older workers represent an often-overlooked source of talent, and making sure that women do not leave work due to menopause is more important than ever.
What, How and Why
First published in 2020 and updated in 2023 and 2025, this latest 2026 edition of the Menopause in the Workplace Toolkit provides up-to-date insight and practical guidance on:
Developed by Business in the Community (BITC) in collaboration with The Open University and The University of Bristol, this guide helps employers normalise menopause at work and take meaningful, practical action.
Background
The UK workforce is ageing, and menopause is now very much a workplace issue. All women will transition through menopause, plus some transgender and non-binary people assigned female at birth, and most people experience symptoms. With the right support, those symptoms can be effectively managed, and those transitioning through menopause can continue successfully at work.
Research also highlights how experiences of menopause at work are changing. Intersectionality is emerging as a key issue, while working conditions such as stress, lack of autonomy, and fixed, unpredictable, or rigid working hours may amplify menopause symptoms.
Employers across sectors are recognising that small actions make a big difference. Many initiatives designed to support those struggling with menopause can help all employees. By raising awareness, creating supportive working conditions, and embedding menopause into workplace policies and practices, employers can help people remain and thrive in work.
