That’s the thing with time isn’t it? We think we’ve got plenty of it especially when we’re talking about things that aren’t happening for a wee while yet.
Things like the UK Government confirming that Menopause Action Plans will be voluntary for employers from April 2026, and mandatory for larger employers (250+ employees) from 2027.
I know.
Seems a long way off doesn’t it? And I imagine as you start this year you already have a hefty to do list staring at you, and menopause might not be on it.
But change is coming.
And employment tribunals citing menopause continue to rise.
January 2025 to March 2025 there were 204 claims citing menopause, compared to just 64 in 2022, an increase of a mind-blowing 319%.
And right now you may have colleagues struggling with their symptoms.
Peri-menopausal women say they feel overwhelmed, isolated and they recognise they’re not being as effective as they once were.
Perhaps their attendance is a bit of an issue too.
What Would Help?
Training for managers, and awareness for your workplace.
The women I’m talking about who are struggling with their symptoms now or in the future, are not fragile, failing or delicate.
They are good at their job, and have so much experience.
But what if she’s currently navigating shifts and changes she can’t quite name:
- Energy levels that are rising and falling without any warning
- Confidence that feels in scarce supply in comparison to how much they had before
- Emotions effecting her more than they used to
- Her ‘brain power’ is struggling with the most common and simplest of tasks.
Your colleague isn’t falling apart.
Her hormones are changing and yes, there are things she can do to help herself but she also needs support through it from her employer.
Don’t leave her hanging there feeling isolated and alone.
It’s not that organisations don’t care.
It’s that they don’t yet have the frameworks, awareness or language to understand how midlife transitions impact identity, energy and productivity.
What typically happens is that women remain silent for a variety of reasons.
They might not want to be seen as losing their grip on their role, they can be worried the person they speak to doesn’t understand or will make light of what they’re going through.
While many in the business or organisation want to help but don’t know how, or to be seen to be doing something support becomes a tick-box exercise and the most experienced women quietly step back.
What Women Actually Want
Women want understanding, not sympathy. They want practical change and support.
They want to feel safe speaking about what’s happening to them, to not feel “weird”, “lost” or alone.
They’d love to have their sleep, confidence and energy back so they can be effective and respected in their role.
Why Does All of This Matter Now?
By the time we reach the UK’s 2027 requirements, the organisations who started early will already have positioned themselves as forward-thinking and introduced menopause awareness and training that benefit everyone in the organisation.
The financial cost of losing experienced women is far greater than the cost of supporting them.
Perhaps you’re asking if it’s time to be doing something about menopause.
Or is a better one is ‘Are we creating a workplace that’s supporting women so they stay?’
Want to know more about menopause awareness for your workplace?
Here’s some further reading.
