Menopause is a work force issue

In June 2026 Care England “The Voice of Care” published an article on the menopause in social care entitled “Menopause is a work force issue” this article was produced following a series of webinars on the subject which related to the Menopause in adult social care, realising that it is an issue that is gradually gaining recognition in workforce policy. What the webinars emphasised was that…. surprise, surprise the Menopause remains very much misunderstood, too narrowly described, and too rarely supported in ways that meet the needs of women working in social care. This field or profession is dominated by female workers the article highlighted that 78% of their workforce are female with an average age of 45. However, women are still required to quietly cope with their symptoms, which they may not even realise are related to the menopause.

Obviously, this scenario is not just impacting on the care sector, all women who find themselves in peri menopause or post menopause and who are employed may struggle to manage the demands of this life changing transition, alongside trying to parent teenagers, look after aging parents and hold down employment.

As I have previously discussed in my blog “Menopause awareness month” this area of a woman’s health is still it seems still very much misunderstood as for many people this condition seems to be associated with the occasional hot flushes and night sweats, when the harsh reality is very different. Menopause can impact on a woman emotionally, psychologically and cognitively. It can present as anxiety, low mood, reduced confidence and memory issues. These symptoms can be debilitating and impact on our ability to function in the workplace. However, these symptoms may not aways be recognised as being due to the menopause and other explanations may be presumed such as not coping, mental health issues, loss of interest in work, loss of motivation or personal problems.

A survey carried out by Benenden Health in January 2026 identified that a third of women or 28% were thinking about leaving work due to menopause symptoms and 7% had given up their job. The stigma surrounding menopause remains another big barrier.

The survey of 2,000 UK working women (aged 40-65) commissioned by not-for-profit healthcare provider, Benenden Health, found just less than half (47%) have had to change the way they work to cope, including reducing hours (18%), cutting responsibilities (12%), or turning down promotions and training opportunities (6%). Many are also struggling to perform day-to-day tasks: almost one in three (31%) say their productivity has reduced, three in ten (30%) need more breaks.

The most common symptoms causing disruption at work are brain fog and memory issues (46%), hot flushes (46%) and fatigue (43%), with many also citing anxiety, mood changes and joint pain. Insomnia can also become an issue during the Menopause leading to exhaustion and burn out.

Whilst many employers maintain that they are confident that women are being supported with the menopause in the workplace over 40% of the women in the Benenden survey said they were unaware of Menopause policies in their place of work.

The stigma surrounding menopause remains another big barrier:

• 63% of women say it is still awkward to discuss at work
• Just 45% feel comfortable raising symptoms with their manager
• Common fears include being judged (17%), not understood (16%), or that they will be treated differently (12%)

https://menopausesupport.co.uk/ supports women in the workplace by educating employers. It advises employers on how to develop a more compassionate and empathetic environment, which reduces feelings of isolation and stigma. This support helps prevent experienced women leaving the workplace, which leaves a sense of loss both to the individual and the broader economic sector.

Menopause and employment law.

Menopause is not a specific protected characteristic under the Equality Act 2010. But if an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be discrimination if related to a protected characteristic such as your age and sex.

• Equality Act 2010, which protects workers against discrimination
• Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone’s health, safety and welfare at work
• Employment Rights Act 2025, which has introduced action plans for menopause and gender pay gaps.

Employees and workers are protected from being put at a disadvantage or treated less favourably because of their age. This could include less favourable treatment because they’re going through the menopause, because it is usually related to the age of the person.

https://www.acas.org.uk/menopause-at-work/menopause-and-the-law

The takeaway from this blog is you are most definitely not alone if you struggling to manage working alongside the Menopause, you are not alone in the loss of confidence and loss of identity that comes with it. The Menopause plays a major contribution towards women leaving the workplace and cutting short their careers. There is support out there with specialist organisations who can advise and signpost.

What can be done?

See your GP as a starting point, HRT may help relieve some of the symptoms. If you do not want to take or can’t take HRT explore lifestyle factors such as diet, exercise, meditation and relaxation.

Talk to your employer, ask for reasonable adjustment or reduced hours, maybe starting work later if appropriate. If your employer is unsympathetic this is a tricky one, but support is available by contacting Menopause Support UK who can advise you on how to manage your employer. https://menopausesupport.co.uk/resources/menopause-and-work/

ACAS can advise if you feel you are being discriminated against due to the Menopause. https://www.acas.org.uk/menopause-at-work/menopause-and-the-law

The stigma around talking about our Menopause experience needs to go and we all have our part to play in creating a more open, tolerant and sympathetic work place culture.