Empowering menopausal women in the workplace: navigating new legislation

In October 2024, Labour passed the Employment Rights Bill, which includes new legislation on enhanced workplace support for menopausal women.

Expected to come into force in 2026, this legislation will mandate that employers provide support for employees experiencing menopausal symptoms. This can range from providing flexible working hours to creating a more comfortable working environment with cooling systems and quiet rooms.

The new law will also require larger companies with over 250 employees to develop and publish a personalised menopause action plan, whilst guidance will be provided to smaller employers about how to adapt the workplace to help support employees.

This will ensure that employees affected by menopause receive the support they need to continue working effectively. Failure to comply with these requirements could result in legal consequences under the Employment Rights Act 1996, the Equality Act 2010, the Health and Safety at Work Act 1974 and any new legislation brought in as a result of the Employment Rights Bill 1996 to deal with this specific matter.

Key statistics

Menopause can bring a range of symptoms, from hot flushes to night sweats, anxiety and fatigue.

In fact, according to the government’s policy paper ‘Shattering the Silence about Menopause: 12-Month Progress Report’ (March 2024), nearly one in four women experience severe menopausal symptoms that can last for several years.

The report reveals further stark statistics, including:

• 73% of women aged 40 to 60 who are currently employed have experienced symptoms related to menopause.
• 67% of these women report that menopause symptoms have had a mostly negative effect on their work.
• Over 50% of women have been unable to go into work at some point due to their menopause symptoms.
• Only 24% of organisations have a stated menopause policy or other support measures in place.
• 84% of women who are unsupported say their menopause symptoms have a mostly negative effect on their work, compared with 71% who feel supported.

Destigmatising menopause

Menopause remains, astonishingly enough, shrouded in taboo, misunderstood and dismissed by some as mere histrionics. In the workplace, the stigma surrounding menopause can lead to significant challenges, from lack of support to outright discrimination.

To complement the new legislation supporting menopausal women, we lift the lid on menopause, decoding its impact and advocating for a more inclusive and understanding environment. By addressing the misconceptions and fostering open dialogue, everyone can contribute to a supportive workplace for menopausal women.

Break the silence

Encourage open conversations and provide educational resources to increase awareness and understanding among colleagues. By normalising menopause, we can remove the stigma and create a more inclusive environment.

Flexibility is key

Embrace flexibility in the workplace. Menopausal symptoms can be unpredictable and vary from day to day. Offering flexible work hours or remote work options can help women manage their symptoms and maintain productivity without feeling guilty or overwhelmed.

Cool it down

Pay attention to the office temperature. Menopausal women often struggle with temperature regulation due to hormonal changes. To help combat those hot flushes, consider providing personal desk fans or identifying cooler desks close to air conditioning vents.

Supportive networks

Create support networks or mentorship programmes specifically for menopausal women. These networks can provide a safe space for sharing experiences, seeking advice and offering support. Sometimes, all it takes is women knowing that they’re not alone.

Wellness initiatives

Implement wellness initiatives that address the physical and mental wellbeing of menopausal women. Offer yoga or meditation classes, stress management workshops or access to counselling services. Taking care of their overall health will benefit both the individuals and the organisation.

How we can help

Navigating these new legislative requirements is complex, so engaging professional advisers is vital. However, supporting menopausal women in the workplace is not just a legal obligation; it’s a smart business move. Companies that prioritise women’s health and gender equality see higher employee retention rates and improved productivity.

Our HR consultancy specialises in helping businesses implement effective menopause support strategies. From developing comprehensive menopause action plans to training your staff on best practices, we provide the expertise you need to ensure compliance and create a supportive workplace.

For more information and tailored support, contact our HR consultancy team.

Further reading 

The hot flush chronicles – Julya Holden’s LinkedIn

Shattering the Silence about Menopause: 12-Month Progress Report 

Menopause and the Workplace: How to enable fulfilling working lives