We all love a powerful statistic. But as Mark Twain once wrote – borrowing from Benjamin Disraeli – “there are lies, damned lies and statistics.”
When it comes to menopause at work, some of the figures that grab headlines or circulate on social media simply don’t stack up.
Take the oft-repeated claim that 900,000 women left work due to menopause or that over 90% say it seriously affects their performance. Both have been widely discredited. The samples weren’t representative and the conclusions misleading. Yet these numbers continue to circulate, fuelling stigma and implying menopausal women are less capable than others. That narrative helps no one.
What holds water?
A lot can rest on data-driven decisions which is why it’s critically important we get our facts straight. But how do we know which data can be trusted? The key is to look at robust, independent sources – not skewed or self-serving surveys designed to prove a point. It certainly pays to look closely at the source of data and if there is any commercial interest in findings pointing in a certain direction.
Reliable evidence shows a more balanced picture:
· Around three in four people experience menopause symptoms and around one in four of those find them serious enough to significantly affect them.
· 84% of people who feel unsupported said their menopause symptoms have a mostly negative effect on them at work (CIPD, 2023).
· 83% of women, in a survey of 11,000, reported having no menopause support at their workplace. (Unite, cited by the IUF, 2024).
This kind of insight paints a truer, more constructive picture – one that highlights the importance of workplace support without undermining women’s capability. Many more employers are recognising that putting the right support in place doesn’t just help colleagues through menopause – it makes a world of difference to how people feel at work, enabling them to stay, succeed and thrive.
Evidence that employers can rely on
To help separate fact from fiction, Menopause Friendly commissioned a major review of the evidence led by Professor Jo Brewis of The Open University – the same expert behind the landmark 2017 Government Equalities Office report that brought menopause into mainstream workplace conversations.
The Evidence Review: Menopause as a Workplace Issue draws on more than 230 credible sources, combining academic studies, government reports, union surveys and lived experience. It offers a practical actionable evidence base, grounded in UK-specific, workplace-focused intersectional insight. Employer-led and experience-orientated, it can help inform a clear framework for employers to take meaningful action.
Setting the standard
“From the very beginning, Menopause Friendly has only ever used evidence-based facts and where gaps in the research remain, we’ve worked to fill them with robust new insight,” says Deborah Garlick, CEO and founder of Menopause Friendly by Henpicked. “We’ve built our Menopause Friendly Accreditation on evidence with this independently assessed standard helping organisations avoid the myths and embed proven, practical support.
“Bad data doesn’t just confuse the conversation, it can cause real harm,” she warns. “By using evidence-based insight, employers can ensure they take the right action to reduce stigma, support colleagues and create cultures where people can thrive.”
Time to act
October is Menopause Awareness Month, with World Menopause Day on 18 October. It’s the perfect moment for employers to ask themselves: what will we be doing?
Will you challenge the myths and focus on the facts? Will you take practical steps to support colleagues so they can thrive?
To help you, Evidence Review: Menopause as a Workplace Issue is freely available for organisations to download here. We urge employers to arm themselves with robust statistics, not ‘lies’. Because when we get it right, everybody benefits.
