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World Menopause Day 2025

  • Writer: Corazon Health
    Corazon Health
  • Oct 16
  • 7 min read

Opening the dialogue, tackling the stigma, and increasing awareness of menopause in the workplace. 


Middle age women going through the menopause

About World Menopause Day


18th October is World Menopause Day - a global initiative started in 2009 by the International Menopause Society (IMS) to raise awareness and break down the taboo around menopause. Each year, the campaign shines a spotlight on the challenges facing women during the menopause transition and highlights improvements in research, education, and the support options available. The theme for this year's World Menopause Day is Lifestyle Medicine, and the IMS has published a White Paper The Role of Lifestyle Medicine in Menopausal Health: A Review of Non-Pharmacologic Interventions which discusses how lifestyle medicine can ease menopausal symptoms, reduce chronic-disease risk and enhance women's quality of life. The IMS has also created accompanying factsheets offering practical guidance on the six pillars of lifestyle medicine: healthy eating, physical activity, mental wellbeing, avoidance of risky substances, restorative sleep, as well as healthy relationships.  


Why menopause matters in the workplace



Menopause normally affects women between the ages of 45 and 55 with the average age of onset being 51. Women over 50 are being one of the fastest-growing demographics in the workforce and this trend is likely to continue given the ageing UK population. According to the Office for National Statistics, there were around 4.6 million economically active women aged 50 to 64 in the year to 2024, with a further 5.4 million aged 35 to 49. This means that a significant number of women are going through a menopause transition while in employment. Women can experience a wide range of physical and psychological symptoms associated with the menopause transition which can adversely affect the quality of both personal and working life. Hot flushes, sleep disruption, fatigue, difficulty concentrating, memory issues, anxiety, and mood swings can result in adverse work outcomes including absenteeism and loss of productivity. Despite how widespread the problem is, the menopause is often unaddressed and overlooked in many workplaces, contributing to significant stigmatisation. A survey of 11,000 female union members by UK trade union Unite, has revealed that a staggering 83 per cent of women experiencing the menopause do not have access to support in the workplace. With the lack of employer's help and support with severe menopausal symptoms many women are being forced to quit their job or take early retirement. Therefore, it's crucial that organisations develop a supportive framework for women experiencing the menopause so that they can stay and thrive in the workplace. 


"We need to open up the conversation, tackle stigma and be aware of the menopause – particularly how it affects individuals in their career and the workplace. Women should not suffer in silence or feel forced to reduce their hours, pass up promotions, or even quit their jobs, because of a lack of support."


Strategies for effective menopause support


If employers really want to make a difference and create an inclusive work environment, they need to take a multi-faceted approach to menopause support in the workplace. Here are five strategies that you may want to implement: 


  • Address the stigma associated with menopause and encourage conversations in the workplace through awareness workshops and training 


Menopause is a natural phase in every woman's life; however not all women may feel comfortable sharing their menopause experiences with their line managers. Some of them may opt not to disclose their menopause status at work due to fear of judgment, embarrassment, or that it will impact their career. Therefore, it's crucial for the employers to create an inclusive environment where women can talk about menopause openly and without embarrassment. Moreover, line managers should have a broad understanding of how the menopause can affect women at work and know what organisational support is available for those going through the menopause. To normalise conversations around the menopause employers can run awareness raising workshops for all staff, organise training sessions for line managers, and share vital menopause information and resources across the workplace.  


Below are some examples of resources:


Depending on your organisation's size, you may want to start a Menopause Support Network/Menopause Cafe - a peer support group to enable employees to share experiences, advice, and coping strategies. You may also want to encourage staff to complete a free e-learning course Menopause Awareness Workplace Training which was developed by NHS England and Wellbeing of Women. The course aims to help people understand the impact of menopause and recognise common symptoms, and it provides practical guidance through interactive workplace scenarios. 


A group of employees during menopause awareness session in the workplace

  • Create a Menopause in the Workplace policy


A good starting point is to create a clear and effective policy document which sets out your commitment to ensuring the health, safety and wellbeing of employees experiencing menopause. The policy must be well-structured, clear, legally compliant and easily accessible, for example, in an Employee Handbook or on the staff intranet site. It should be shared across the whole organisation and be regularly reviewed to ensure it remains accurate and relevant. 


You should outline the purpose of the policy, for instance it could be to raise awareness of the menopause amongst all staff, to provide support to affected employees, or to create an environment where employees can openly and comfortably initiate conversations about menopause. It would be also beneficial to provide a brief explanation of what the menopause is and how it can affect everyone differently, with examples of the types of symptoms that can be experienced. Moreover, you should outline the responsibilities both for line managers, HR and employees, and provide details of the support services that you have in place for employees experiencing menopause, such as access to Occupational Health, EAP Scheme, Private GP, or Counselling. You may also want to include external sources of help, such as the Menopause Charity. 


Guide to writing a meaningful policy from The Association of Occupational Health and Wellbeing Professionals​ describes some simple steps to writing a policy relating to your organisational context. Also, Menopause Policy and Guidance from Balance can provide you with some guidance on how to write a Menopause in the Workplace policy.  



  • Offer emotional support for employees going through menopause


Due to the hormonal changes during menopause, it’s common for many women to experience low mood, mood swings, panic attacks, anxiety, and low self-esteem. Menopause can also cause an increased risk of depression. Menopause can affect mental health not just due to the symptoms experienced, but also because it's a significant life transition which may sometimes trigger deep reflections about purpose and identity. As an employer you can help your staff navigate emotional challenges of this stage of life by providing them with access to professional counselling, cognitive behavioural therapy (CBT) or Employee Assistance Programme (EAP). These services offer confidential and non-judgmental support, helping women handle the psychological impact of menopause. If you don't have such services in place, ensure that employees are aware of external free support such as the NHS talking therapies service.  



  • Get advice from Occupational Health on how to support employee at work


Some women may find managing their menopause symptoms in the workplace very challenging and managers may not always know how to best support them. The way menopause affects each woman is individual and unique, therefore it can beneficial to refer an employee to Occupational Health to receive impartial, clinical advice. OH Professionals can evaluate employee's symptoms and their impact on work performance and provide guidance on how to manage them in the workplace. The advice from OH can be invaluable in helping managers to make tailored adjustments and support someone on an ongoing basis, particularly if symptoms are severe. There is a wide a range of practical and reasonable adjustments to support employees going through the menopause, tailored to individual needs, for instance: 

  • Supporting flexible working arrangements, such as allowing employees to work from home, changing their working hours or adjusting shift patterns. For example, if sleep is disturbed, later start times might be helpful. 

  • Enabling employees to have regular breaks or increasing the amount of break time available. 

  • Providing access to cold drinking water in all work situations 

  • Ensuring access to toilets and wash facilities, including when travelling or working in temporary locations 

  • Providing rest areas and quite rooms  

  • Reviewing control of workplace temperature and ventilation and see how they might be adapted to meet the needs of individuals. This might include supplying a desk fan or moving a workstation near an opening window or away from a heat source. 

  • Where uniforms are compulsory, allowing some flexibility. This might include the use of thermally comfortable fabrics, optional layers, or being allowed to remove jackets. 


A woman having an Occupational Health Assessment

There is a wide range of free resources available that can help you to develop a supportive framework for women experiencing the menopause in the workplace: 



Menopause is a significant life transition that affects millions of employees across the UK, yet it often remains overlooked in many workplaces. It is critical for employers to create and implement menopause workplace interventions aimed at normalising menopause conversations and supporting women in this natural stage of life. Tackling menopause stigma and providing the right support can help organisations retain experienced talent, improve engagement, and show their commitment to creating inclusive workplaces for all employees. 


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