On 11 December, 2024, VinciWorks hosted an enlightening forum featuring over a hundred HR professionals, addressing an often-overlooked but critical diversity and inclusion topic: menopause in the workplace. Spearheaded by Sara Henna Dahan, VinciWorks’ learning and content manager, and compliance expert Naomi Grossman, the event aimed to foster an open discussion on creating menopause-friendly workplaces. With interactive polls, anonymised story-sharing, and practical advice, the forum shone a light on the struggles many women face during menopause and offered actionable solutions for employers.
Breaking the stigma: a shared responsibility
Menopause affects a significant portion of the workforce, yet it remains a taboo topic in many workplaces. The forum highlighted startling statistics, including research showing that two-thirds of women experiencing menopause report a negative impact on their professional lives. Even more alarming, one in ten women has left their job due to a lack of support during menopause.
The stigma surrounding menopause creates barriers not only for those experiencing it but also for colleagues and managers who might not know how to offer support. Sara Henna noted that creating a culture of openness is vital: “If people aren’t able to talk about it openly, without jokes or fear of ridicule, it is very hard to make an impact.” Naomi added, “This is a normal lifecycle event that so many people go through, and it’s vital that organisations treat it with the respect it deserves.”
Stories that matter: amplifying women’s voices
A unique aspect of the forum was its focus on hearing directly from women about their menopause experiences. Anonymous contributions ranged from accounts of supportive workplaces to heartbreaking stories of discrimination. One participant shared how their employer’s lack of understanding led to disciplinary action despite a medical note for menopause-related symptoms. Another revealed how accessing hormone replacement therapy (HRT) transformed their mental and physical health after years of struggle.
Other comments reflected the range of experiences many women have faced with dealing with menopause at work.
“I had a case of direct discrimination of my menopause in 2019 by another two women managers. I was very sick with menopausal symptoms, and I had to go to the hospital as I couldn’t stop bleeding and being sick. I had an emergency doctor medical sickness note, which I presented, but they did not accept, and I had no support whatsoever.”
Women also shared their experiences of HRT:
“In November 2024, the UK NICE has approved HRT as the first step for GPs to give to women suffering from menopause symptoms. It took me three years (last three years), and I finally got given HRT in the last 18 months, which was a game-changer for my mental and physical health.”
And some participants talked about the specific steps their workplaces have taken to support women at work experiencing menopause.
“In my current company, I am very happy to talk openly about my experience and signpost other individuals—previously, it was not talked about.”
“We have a nominated Menopause Champion for anyone wanting to talk about their experiences or to seek support. We also have a Menopause Policy in place.”
These stories underscored the urgent need for awareness, understanding, and practical measures in the workplace.
The business case for menopause-friendly workplaces
Beyond the moral imperative, the forum highlighted the business benefits of supporting employees through menopause. VinciWorks’ own research showed a significant rise in online searches related to menopause workplace adjustments and training—an 80% increase over four years. Supporting menopausal employees not only fosters a more inclusive environment but also helps retain talent, reducing the costly cycle of recruitment and turnover.
As Naomi noted, “It costs about £30,000 to fill a vacancy. Supporting staff through menopause is not just the right thing to do; it’s a sound business strategy.”
Practical steps for employers
The forum outlined several steps organisations can take to become menopause-friendly:
- Awareness training: Education is the first step in breaking down stigma. VinciWorks’ menopause training modules provide a common language for discussing menopause and help dispel myths.
- Flexible policies: From adjusting work hours to creating rest areas, reasonable accommodations can make a significant difference.
- Leadership support: Clear communication from senior leaders can normalise menopause as a workplace topic.
- Menopause action plans: With Labour’s recent announcement requiring large employers to create menopause action plans, companies should act now to ensure compliance and readiness.
Shining a light on contributors
The forum also celebrated the courage of the women who shared their stories, helping to drive the conversation forward. Their insights were invaluable, from advocating for tailored medical support to challenging outdated workplace norms. VinciWorks emphasised that these voices are central to shaping policies that truly address the needs of employees.
Looking ahead
VinciWorks offered a free download of our menopause policy template, which can be edited and amended to suit every organisation’s needs.
VinciWorks also offers bespoke training solutions and guidance to help organisations lead the way in fostering an inclusive, supportive workplace culture.
