Menopause at work: A proactive approach for employers
Momentum continues to build around menopause and the workplace, with proposed legislation and policy discussions signalling a clear shift in expectations for employers. From an IOM perspective, this reflects a growing recognition that menopause is not only a health issue, but also a critical occupational health and workplace inclusion consideration.
Menopause can affect employees’ physical, psychological and cognitive functioning, with symptoms such as fatigue, anxiety, musculoskeletal pain, and difficulties with concentration having a direct impact on work ability. Evidence consistently shows that without appropriate workplace support, menopause can contribute to reduced productivity, increased sickness absence and, in some cases, women leaving the workforce altogether.
Proposed menopause‑related legislation aims to strengthen protections for employees by embedding menopause within existing health, safety and equality frameworks. While menopause is not currently a protected characteristic, employers already have duties under health and safety law, the Equality Act and disability provisions to assess risk, make reasonable adjustments, and prevent discrimination. Legislative developments are likely to bring greater clarity and accountability in how these duties apply to menopausal health.
For employers, this is an opportunity to move beyond compliance and take a preventative, evidence‑based approach. Good practice includes carrying out menopause‑informed risk assessments, reviewing temperature, ventilation and uniform policies, offering flexible working arrangements, and ensuring access to occupational health support. Training managers to have confident, informed conversations is equally critical.
We welcome the focus on menopause legislation, reinforcing the importance of designing work that supports health across the whole working life. By recognising menopause as a legitimate occupational health issue, organisations can retain experienced staff, reduce health‑related inequalities, and create healthier, more sustainable workplaces for everyone.