Over 300,000 years of human evolution, as humans live longer and move through more distinct life stages, the menopause has become an inevitable part of that journey. Yet, for much of that time, workplaces have acted as if it doesn’t exist. That era is long past.

Menopause isn’t an occasional “women’s issue”; it is a critical moment in many careers – and in the health of our economy.

The economic cost of silence

The cost to the UK economy of women leaving work due to menopause symptoms is around £1.5 billion a year. On top of that, £191 million is lost through time off related to the menopause, while the cost of presenteeism – where women feel they must show up at work despite debilitating symptoms – is estimated at £22.4 million. Taken together, that is about £1.71 billion every year in lost employment, illness-related absences and reduced productivity – all down to the menopause.

The potential upside is even more striking: boosting female employment, particularly among middle-aged women, could deliver a significant dividend. Official figures show that a mere 5 per cent increase in female employment could boost the UK economy by up to £125 billion a year.

Menopause action plans becoming law

The direction of travel is now clear. Under the Government’s Employment Rights Bill, currently moving through its final stages in Parliament, large firms with 250 employees or more will be legally obliged to introduce menopause action plans by 2027. Smaller organisations will be encouraged – but not required – to follow suit. From next year, however, any employer will be able to introduce these plans voluntarily, with government guidance to support implementation.

This shift matters. It makes menopause not just a wellbeing issue but a compliance and governance issue too. Leaders who still think of menopause as “optional” to address will soon find themselves legally accountable for how their organisations respond.

The age of becoming 

Perimenopause, menopause and post-menopause are natural, common life stages – often occurring between ages 45 and 55 – when women bring decades of experience, insight and leadership potential to the table.

Yet stigma, silence and outdated notions persist. As writer Susan Dominus has observed, this history has been “a history of misinformation, or lack of information”.

In workplaces, the result is avoidable loss – of enormous talent, engagement and economic value.

Practical steps for leaders

The Office for Equality and Opportunity and the Department for Work and Pensions (DWP), have said they anticipate that flexible working patterns will form part of their guidance to employers to make menopause more manageable. However, this must be backed up with consistent, practical support in order to keep teams connected and employees included – which is crucial to productivity.

So what can leaders and managers do, in practice, to better support colleagues navigating perimenopause or menopause? From our work with organisations worldwide over the past 20 years – including some of the world’s largest and most complex companies – four themes consistently emerge:

1. Build understanding: take time to learn about the different stages of menopause and how they can affect individuals in varied ways. Not every colleague will have the same experience, so awareness is the foundation of effective support.
2. Adopt an ally mindset: managers don’t need to have all the answers. Often, the most valuable thing they can do is to listen with empathy, avoid judgement, and create space for open discussion.
3. Develop confidence in conversations: talking about menopause can feel awkward or “off-limits”, but normalising these discussions reduces stigma. Using clear, compassionate language and offering confidentiality can make a significant difference.
4. Champion inclusion: managers play a crucial role in challenging stigma, supporting fair policies, and modelling behaviours that create a workplace culture where colleagues feel safe and respected.

Applying these principles not only supports individuals but also strengthens engagement, retention and wellbeing across teams.

Equipping managers to act with empathy and confidence is simply essential to building workplaces where everyone can thrive.

Navigating pivotal life changes

Coaching is an invaluable resource when it comes to supporting and empowering women navigating pivotal life changes, like the menopause, while balancing their careers. This is because every woman is different – from their symptoms, to their attitudes, to their experiences – and there is simply no one-size-fits-all approach.

At Talking Talent, rather than seeing this period as a challenge, we reframe it as an opportunity for personal growth, resilience, and self-discovery. By embracing this “age of becoming,” participants walk away with renewed confidence, actionable insights, and a clear vision for what’s next.

For example, coaching can help women to:

• Recognise the experience, wisdom, and value they bring to this stage of life.
• Gain clarity on what success looks like for them and how to move forward with purpose.
• Navigate change with confidence – identify the support, tools, and strategies to manage personal and professional transitions.
• Build a network of support and explore practical ways to sustain wellbeing and career success.

The way forward

With menopause action plans soon to be a legal requirement for larger firms, the case for change is no longer just moral or economic – it is legislative. But policy alone cannot deliver cultural change. Leaders and managers – equipped with understanding, empathy and strategy – must ensure this is more than a tick-box exercise.

Genuine inclusion comes from reshaping culture, not just compliance. Retaining menopausal women isn’t just the right thing to do, it is economic, cultural and strategic leadership in action. It’s time to stop looking the other way. Let’s properly support the women steering our organisations forward.