Menopause at work: reflecting on progress and what’s next - Business in the Community

Menopause at work: reflecting on progress and what’s next

Post author image. Carley Connell
Angela Watson, BITC’s Age Manager, reflects on the continuing importance of World Menopause Day and the vital actions employers still need to take on menopause at work.
October 15, 2025

Menopause at work: reflecting on progress and what’s next

Angela Watson, BITC’s Age Manager, reflects on the continuing importance of World Menopause Day and the vital actions employers still need to take on menopause at work.

World Menopause Day is marked this weekend on 18 October, with a focus this year on lifestyle medicine. The conversation naturally extends to workplace issues such as stress-management, mental health, and the role of employers in supporting employee wellbeing. Despite progress, there are signs that action is slowing – and in some organisations, stalling altogether. For employers, that’s not just a wellbeing issue; it’s a business risk.

Why is menopause at work so important for UK businesses in 2025?

  • There are 4.6 million women aged 50 to 64 at work today, most transitioning through the menopause.
  • Some trans and non-binary employees can be affected too, as can people who entered menopause early – perhaps due to a medical condition such as cancer.
  • Working conditions can amplify menopause symptoms through increased stress, lack of autonomy and unsuitable working hours.
  • Around one million women may currently be at risk of quitting work due to a lack of menopause support.
  • The UK is facing both skills shortages and rising economic inactivity (people not in work or looking for work). Overlooking this talent pool is not a viable option for employers.

And soon, menopause support will be a legal responsibility. The Employment Rights Bill introduces Menopause Action Plans and will be obligatory for larger employers from 2027. Business in the Community (BITC) is supporting government to shape this policy.

Intersectionality is emerging as a key issue highlighting how gender, age and menopause cross with race, neurodiversity and disability to create specific workplace experiences for people with these intersecting characteristics. – Professor Jo Brewis, BITC academic adviser on menopause, The Open University

Practical steps employers can take

1. Awareness-raising, communication and training

To break the taboo, employers can raise awareness and normalise menopause at work. Share information, hold events and train line managers to understand the impact of menopause and how to support colleagues.

2. Think about wellbeing

Simple adjustments make a big difference, like better temperature and ventilation control and easy access to toilets, fans and cold drinking water. Support mental health too and use BITC’s Wellbeing tool – menopause can cause anxiety, mood swings, and stress at work, which can make symptoms worse.

3. Review policies and procedures

Make sure menopause is included and embedded into your wider practices to ensure you have a menopause inclusive culture. Monitor, measure and assess the impact of what you do.

4. Set up support groups

Setting up support groups can be an easy way to make a start. You draw on a peer support approach, via groups like a women’s network or menopause café, to create informal and safe spaces where employees can meet and share experiences.

Resources and next steps

  • BITC has just published a fully updated menopause toolkit with practical steps you can take to create a menopause-inclusive workplace.
  • If you are a BITC member, our Advisory Services team can help you manage menopause in the workplace.
  • Not yet a BITC member? Find out how to join us and become part of a community committed to responsible business.

References

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