Menopause in the Workplace
There are over 10 million over 50s at work in the UK today, a third of the workforce, including 4.5 million women aged 50 to 64. The average age for reaching menopause is 51, so many of those 4.5 million will be women transitioning through menopause, making this a key issue for the modern workplace. As we emerge from the pandemic, businesses face critical staff shortages and a cost-of-living crisis. Older workers represent an overlooked source of talent that business can no longer afford to ignore. Ensuring women do not leave work due to menopause is now more important than ever.
What, How and Why
This toolkit first published in 2020 and now updated for 2023 provides insight into how menopause impacts women in the workplace.
- what is menopause?
- how menopause impacts women in the workplace
- why menopause is important for employers
- what employers can do to help
This toolkit has been produced by Business in the Community in collaboration with The Open University and The University of Bristol.
Background
The UK workforce is ageing. People want and need to work for longer, and employers must draw more effectively on an older workforce. For women this is particularly true – they have been the major drivers of growth in the older workforce over the last decade. Many women now return to work after childbirth, and the reform of the pension system has extended women’s working lives. There are currently more than four million women over 50 in the workplace, and many will be transitioning through menopause.
All women, and some trans and non-binary people, will transition through menopause, and most women experience symptoms which impact their quality of life in some way. But with the proper support, those symptoms can be effectively managed, and women can continue successfully at work.
Employers are now understanding the importance of supporting employees during the menopause in order to retain valuable knowledge, skills and experience within a key workplace demographic. The experience of these leading employers has shown that often simple actions, such as education and awareness-raising, can make a real difference.
Further reading
Learn more about BITC’s gender campaign and how we work with employers to create workplaces where all genders can thrive.
Find out more about how BITC is helping businesses unlock the opportunities of multigenerational teams through its age agenda.
For more on wellbeing in the workplace, read about BITC’s approach to health and wellbeing.
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