Awareness around menopause isn’t enough–it’s time employers take action – HR News
Summary
Conversation and awareness of menopause have grown considerably, helped by public figures and research, but awareness alone isn’t solving the problem for working women. A 2022 Fawcett Society study revealed that menopausal symptoms push many women to reduce hours, move to part-time, avoid promotion or even leave work. The economic cost to the UK is substantial, with recent analysis putting losses from women leaving work at around £1.5bn a year, plus absence and presenteeism costs.
The article argues employers must go beyond token gestures and implement targeted, practical support now. It highlights five clear employer actions: ask and listen rather than assume; offer flexible, personalised working; run regular supportive check-ins; provide access to talking therapies; and train managers so they can respond with confidence and empathy. The piece finishes by stressing that properly designed support retains talent and builds more inclusive, resilient organisations.
Key Points
- Rising awareness has validated many women but hasn’t eliminated workplace harm: some reduce hours, avoid promotion or leave entirely.
- Economic impact is large: estimated £1.5bn loss from women leaving work plus millions from absence and presenteeism.
- Legal change is on the horizon: the Employment Rights Bill will require large organisations to introduce menopause action plans from 2027.
- Meaningful support beats slogans: practical measures employers can take today include open conversations, genuine flexibility, regular check-ins, talking therapies and manager training.
- Manager capability is crucial: training helps managers recognise symptoms, normalise conversations and offer appropriate adjustments.
- Investing in well-designed support helps retain talent and creates stronger, more inclusive organisations for the future.
Context and relevance
This article matters for HR leaders, people managers and business owners: menopausal symptoms affect workforce participation, career progression and organisational performance. With government proposals to mandate menopause action plans for larger employers, organisations should treat this as both a legal and reputational issue and an operational priority. The recommendations align with broader trends in employee wellbeing, flexible working and mental health support, and they underscore that targeted, practical interventions deliver measurable business benefit.
Why should I read this?
Short version: if you’re responsible for people, culture or retention, this is worth five minutes. It cuts through the noise, shows the real costs of doing nothing, and gives a tight checklist of actions you can start using straight away to keep experienced people in the business. No platitudes — just practical moves that actually help.
Source
Source: https://hrnews.co.uk/awareness-around-menopause-isnt-enough-its-time-employers-take-action/