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Menopause at work: four in ten employers still lack a clear approach to support
Employees are becoming more comfortable talking about menopause at work, but our latest poll suggests that many employers still lack the processes and manager confidence to provide consistent support.
Our poll of employers and HR professionals found that nearly two-thirds (64%) said employees were comfortable discussing menopause at work. However, 42% reported no clear approach to managing menopause-related concerns, and just 5% said they handled them consistently.
The findings highlight an opportunity for employers to build on greater openness by making sure managers know how to respond, and employees understand what support is available.
Greater openness, but gaps in support
One in five respondents (21%) said menopause was now discussed openly in their organisation, while only 5% said staff were very reluctant to raise it or treated it as taboo.
This suggests progress since our 2022 research, when almost a third (31%) said managers and employees were entirely reluctant to discuss menopause, and 15% said it was talked about openly.
Yet greater willingness to talk does not always translate into confidence in handling those conversations. Almost four in ten respondents (39%) were not confident their managers could respond appropriately if an employee said their symptoms were affecting their work.
Manager training was also the most commonly identified gap in improving support, selected by 35% of respondents.
Vedette Rees, HR Consultant at WorkNest, said:
“We are seeing real progress in workplace culture and openness when it comes to menopause. A few years ago, menopause was something most people wouldn’t mention at work. Now employees feel more able to speak up, and that’s exactly what employers should want.”
Helping managers respond consistently
For employers, the next step is to make sure greater openness is backed by a clear and practical approach.
Managers need to understand how to handle sensitive conversations, explore possible workplace adjustments and recognise when to seek HR or specialist advice. Employees also need to know where to turn and what they can expect when they ask for support.
As Vedette explains:
“Managers need to know how to handle conversations sensitively, discuss possible workplace adjustments and recognise when to seek HR or specialist advice. A clear approach helps employees understand what support is available and gives managers confidence in their decisions.”
Reviewing policies, manager training and workplace arrangements together can help employers identify where support is working well and where it needs strengthening.
Preparing for equality action plans
The findings come ahead of equality action plans becoming mandatory for employers with 250 or more employees from spring 2027, subject to secondary legislation. These plans will set out the steps employers are taking to address gender pay gaps and support employees experiencing menopause. Employers can already publish plans voluntarily.
For larger organisations, this provides a timely reason to review their current approach. But consistent menopause support is relevant to employers of every size.
Vedette added:
“For larger employers preparing for equality action plans, now is a good time to review what is already working and where improvements are needed. But employers of every size can benefit from making support more consistent, helping employees stay well and continue contributing at work.”
How confident is your approach to menopause at work?
Our guide, Menopause at work: how confident is your approach?, sets out five practical checks to help you review your policies, manager confidence, workplace adjustments, absence procedures and working environment.
You can also watch our on-demand Managing Menopause in the Workplace webinar for expert insight into supporting employees and strengthening your approach.
