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Eight in ten women experience menopause at work – Here’s why and how workplaces should support them

Alyssa Jaffer

Alyssa Jaffer

Writer

When Davina McCall’s 2021 Channel 4 documentary, Sex, Myths, and the Menopause, was released, the impact was almost instant. It was particularly enlightening when it came to highlighting the expectation that women should ‘carry on’ when experiencing symptoms and how many women felt unseen during this time. But more than this, it talked about the subject so openly and so frankly that it was impossible not to look at how we approach menopause as a whole. Not only was it watched by 2 million, but after airing, one pharmacy in the UK reported a.  

The reaction to Davina’s documentary made it clear. We should be talking about menopause, and it isn’t a topic to shy away from. Since then, many recognisable faces, including Lisa Snowdon, Jo Whiley and Gabby Logan, have come together to speak openly about their experiences of menopause. Progress continues to be made.  

It's heartening to see menopause become a more open conversation, helping women going through menopause feel understood and supported. These women coming forward to speak on their experience have opened the door to those who are going through menopause now, to know that they’re not only are they not alone, but that this transformative time can be as empowering as it is challenging.  

To mark Menopause Awareness Month this October, we’ve partnered with QVC UK to keep the conversation in the spotlight. QVC UK have been doing wonderful work to support women through menopause including, a dedicated space to help empower, guide and support women during perimenopause, menopause and post-menopause. 

With this in mind, we are delving further into the menopause journey women undergo in the workplace and how we can continue to support each other in the future.

Menopause in the workplace

According to the Faculty of Occupational Medicine (FOM),, another organisation doing amazing work in spotlighting Menopause, nearly eight out of ten menopausal women are in work. According to the study, a further three out of four women experience symptoms, and one in four could experience serious symptoms.  

Traditionally, support structures in place for women going through symptoms have been silent, or non-existent. But thankfully, responses have been changing for a while now. Compared to even a decade ago, we’ve come a long way. Support, research and awareness of menopause is constantly increasing, and now more than ever, women and allies are well-positioned to advocate for the menopause support needed at work. For example, earlier this year the released new guidance on menopause in the workplace, outlining support options and legal obligations for employers. 

Women need more from their workplace. According to Bonafide’s annual State of the Menopause report, in 2024, for menopause. “Menopause stigma refers to the negative perceptions and misconceptions surrounding menopause, which can lead to feelings of shame, embarrassment and isolation for those experiencing it,” Helen Tomlinson, the world’s first-ever government menopause employment champion, tells AllBright. “This stigma often stems from societal attitudes that associate menopause with ageing, loss of femininity and decreased productivity”. But, as a natural part of life for women, it shouldn’t.

Making space for menopause at work

Despite the limited support experienced by women up until now, Helen is very hopeful for the changes that can be made, explaining “We are the generation that will make women’s health in the workplace an everyday conversation; the more we talk, the more we normalise.” 

There’s a lot we can do to shine a light on menopause and continue supporting women to thrive throughout this transformational time. 

The first step to breaking a stigma is to acknowledge it. Recognising and speaking about your own menopausal experience is incredibly powerful both for you, and because of the empowering impact it can have on others. It can start with you in small and simple ways: by sharing your symptoms with a trusted colleague, naming your menopause when taking a sick day, or even advocating for menopause health support and manager training from your organisation. 

Helen also shared her words of comfort for women going through menopause: “If you don’t have anyone to talk to in the workplace, reach out to one of the supporting organisations like charity .  

Henpicked’s training helps organisations to be more accommodating, inclusive and engaged. Plus, their annual shine a spotlight on the most accommodating organisations, those that foster open cultures around menopause, and those with the best training.  

It's at the forefront of QVCUK’s workplace culture too, with CEO Koreen Fader explaining, “Being there for our customers and team members going through the menopause is crucial, and at QVC, we show our commitment to this through, alongside our internal policies and practices to educate and enhance the working lives of menopausal team members. I’m so proud that QVC leads by example and offers a safe space for team members to talk about their experiences in our Team Member Resource Groups and provide support to each other.”

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Why workplace policies are important

Having clear policies in place, that are available to all employees is a vital way to support women experiencing symptoms. Leadership Coach and Founder of The Merry Menopause, who provide coaching and support for people and workplaces, Jo Fuller, explains, “A clear Menopause Policy and Guidance is crucial”. Knowing we have the support of our leaders can make the anxiety of menopause in the workplace a much calmer time.  

Jo continues “outlining flexible working arrangements, well-being resources, and accommodations such as quiet spaces for those experiencing symptoms. Flexible working options, including remote work or adjusted hours, can make a big difference, as menopause symptoms often fluctuate daily.” 

How to create a menopause-friendly workplace

There’s a lot that employers, leaders and workplaces can do to break the menopause stigma, create safe spaces and make the work environment more inclusive for women experiencing it. 

Jo tells us “Education starts with normalising the conversation. Organisations should integrate menopause into diversity and inclusion initiatives to ensure that everyone is equipped with the knowledge to understand and support colleagues going through menopause… The aim should be to reduce stigma and provide a supportive framework that encourages open dialogue. Offering workplace awareness sessions on menopause will also help dispel myths and ensure employees know the resources available to them.” 

Helen also shared a few ways that all of us can support our peers experiencing menopause at work, no matter the seniority level. 

1. Menopause cafes

Menopause cafes provide great supportive, open, confidential and respectful spaces to gather and discuss menopause. Join a menopause cafe gathering to discuss menopause with others over tea and cake and share experiences and resources together. If you can’t find one locally, you can set one up in your organisation either in person or virtually. To find a café local to you, just visit the  

2. Make adjustments to workplace facilities and processes

Ask your organisation to provide free and accessible sanitary products in all bathrooms at the office. Many women struggle with heavy and erratic periods during perimenopause, and this also helps anyone in the organisation who menstruates. Jo explains “Wellbeing support, such as coaching and stress management programmes, should be readily available. Additionally, small workspace adjustments like better temperature control or ergonomic solutions help create a more comfortable environment.”  

As mentioned, flexible and hybrid working can also help, with women able to choose their working hours based on when their energy levels are highest, and they are feeling their best. For shift workers, simple, supportive shift changes are essential.

3. Fostering a More Open Culture

Organisations can provide mandatory education for all colleagues on menopause, particularly for leaders and managers. Male-only sessions can create safe spaces for men to learn and ask questions without fear of saying the wrong thing or causing offence so that they can then be better leaders, partners and allies. Training, the introduction of Menopause Champions, and support or Employee Resource Groups, which foster a more open culture, lend a listening ear and help advocate can change the workplace entirely for women experiencing menopause.  

These are all considerations QVCUK have implemented in their workplace culture, holding regular training groups with employees, providing support for leaders of all genders, and regularly instigating feedback and discussion. They’ve also provided resources for you or your workplace leaders to feel empowered to be part of the change, with their own page full of useful content,  

The main thing to remember is that Menopause should never need to be an awkward conversation; everyone knows someone who has or will experience menopause. So, let’s continue to be part of the change, together. 

For advice from leading experts on how to navigate your menopause, alongside curated products specially designed to ease your symptoms, discover today.