For International Women’s Day 2025, I had the privilege of presenting alongside Anita Powell, founder of Bedford Menopause Alliance, to a predominantly male audience at the Co-Operative’s Biggleswade Distribution Centre and Transport Hub. This event highlighted the crucial role that workplace support plays in the careers of menopausal women. I was particularly impressed by Co-Op’s commitment to fostering an inclusive environment through its ASPIRE group, which was specifically established to support menopausal employees.
Our invitation came from Dominic Henderson, Co-Op’s Engagement Officer, and Juliet Mulholland, one of the CE Managers, both of whom recognise the importance of menopause awareness in creating a thriving and productive workforce. During our session, we explored practical strategies for supporting menopausal employees—both as colleagues and managers—examined recent case law, and discussed the direct benefits that proactive menopause policies can bring to businesses. By addressing menopause openly and equipping leaders with the tools to support their teams, organisations can retain experienced talent, improve workplace morale, and foster a culture of inclusivity and respect.
The Impact of Menopause on Women's Careers
Menopause, a natural phase in a woman's life, often brings symptoms such as brain fog, fatigue, sleep disturbances, and anxiety. These symptoms can adversely affect work performance, leading some women to reduce their hours, decline promotions, or exit the workforce prematurely. A lack of organisational support exacerbates these challenges, underscoring the need for workplace interventions (CIPD, 2024).
Career Development and Menopause Support Initiatives
Co-Op’s ASPIRE group is just one example of how organisations are recognising menopause as a career issue rather than a purely medical one. By providing education, peer support, and workplace adjustments, companies can ensure that women remain engaged, productive, and valued. Similar initiatives are being seen across the UK, with forward-thinking employers leading the charge in developing menopause-friendly workplaces.
Training and Awareness Campaigns
Companies such as Tesco, Lloyds Banking Group, and Aviva have introduced menopause awareness training for managers and employees, ensuring that conversations around menopause are normalised rather than stigmatised. These sessions help colleagues understand how symptoms can impact work performance and provide practical guidance on offering support. By making menopause an open topic of discussion, these organisations empower women to seek the help they need without fear of judgment (Menopause in the Workplace Report, 2023).
Flexible Working and Workplace Adjustments
One of the most effective ways businesses can support menopausal employees is by offering flexible working arrangements. Many women find that adjusting their work hours or having the option to work remotely can significantly reduce the stress associated with menopause symptoms. Unilever, for instance, has implemented policies that allow for flexible work schedules, access to occupational health support, and adjustments to workplace environments—such as temperature control and quiet spaces—to accommodate the needs of menopausal employees (British Menopause Society, 2024).
Leadership Development and Retention
Ensuring that menopause does not become a barrier to career progression is vital. Companies that actively support menopausal women in leadership roles help to challenge the notion that midlife signals the end of career growth. Through mentorship programmes and leadership training, businesses can empower women to continue advancing in their careers. The University of Birmingham’s "Menopausal Zest" event, held as part of IWD 2025, celebrated the energy, creativity, and wisdom that menopause can bring, reinforcing the message that this stage of life should be seen as an opportunity rather than a limitation (University of Birmingham, 2025).
Legal and business benefits of Menopause Inclusivity
Recent legal cases have underscored the importance of treating menopause as a workplace issue. The inclusion of menopause under the Equality Act 2010 in certain cases has prompted employers to reassess their policies to avoid potential discrimination claims. By implementing clear guidelines, businesses can not only remain compliant with employment law but also create a more supportive and productive workforce (Equality and Human Rights Commission, 2024).
Moreover, menopause-inclusive policies contribute to improved staff retention, reduced absenteeism, and enhanced employee satisfaction. Studies have shown that when employees feel supported, they are more likely to stay with their employer and contribute positively to the company culture. This business case for menopause inclusivity is becoming increasingly evident, and IWD 2025 has provided the perfect platform for raising awareness on this issue.
Looking Forward: The Future of Menopause in the Workplace
While significant progress has been made, there is still much work to do to ensure that all workplaces are menopause-friendly. The momentum generated by IWD 2025 theme of “Accelerate Action” must continue through ongoing education, policy development, and cultural shifts within organisations. Employers must listen to their employees, adapt their practices, and ensure that menopause is recognised as a natural and manageable phase of life rather than a career-ending obstacle.
By supporting menopausal women in their careers, businesses not only foster diversity and inclusion but also benefit from the wealth of experience and expertise that these employees bring. As IWD 2025 has shown, when organisations take menopause seriously, they unlock the potential of an entire workforce, ensuring that women at all stages of their careers can thrive.
If you or your organisation would like to explore training opportunities or one-to-one coaching to support menopausal employees, please feel free to reach out for an informal, no-obligation conversation. Together, we can create more inclusive workplaces where every woman has the opportunity to succeed.
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