Menopause in the Workplace - Business in the Community

Menopause in the Workplace

Find out more about the impact the menopause has the lives of women and what employers can do to help.

Menopause in the Workplace

There are over 11 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. With the average age for reaching menopause at 51, many of these women will be transitioning through menopause, making this a critical workplace issue.

In 2025, as employers continue to face skills shortages and rising economic inactivity, older workers represent an essential source of talent that businesses cannot afford to lose. Ensuring women are supported to stay at work and thrive through menopause has never been more important. 

What, How and Why

First published in 2020 and updated in 2023, this latest 2025 edition of the Menopause in the Workplace Toolkit provides up-to-date insight and practical guidance on: 

  • What menopause is and how it affects people at work. 
  • How symptoms impact performance and wellbeing. 
  • Why menopause support is a business priority for retention, productivity, and inclusion. 
  • What employers can do to build supportive policies, environments, and cultures. 
Download the toolkit

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 people are working for longer than ever. For women, this shift is especially significant. They have been the main drivers of growth in the older workforce over the past decade. Many now return to work after childbirth and continue into later life due to changes in the pension system. 

All women, and some trans and non-binary people, will experience menopause. Most will encounter symptoms that affect their quality of life and work in some way. But with the right awareness and support, those symptoms can be managed, helping individuals continue to contribute their valuable skills and experience. 

Employers across sectors are recognising that small actions make a big difference. Education, open conversations, and flexible policies are transforming how organisations support staff during menopause, strengthening wellbeing, inclusion, and long-term retention. 

Further reading

Learn more about BITC’s gender campaign and how we work with employers to create workplaces where all genders can thrive.

For more on wellbeing in the workplace, read about BITC’s approach to health and wellbeing.

Find out more about BITC’s Advisory services to develop tailored wellbeing strategies 

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