The Holy Grail: Breaking the Menopause Taboo at Work for Stakeholders’ Gain
With the significant rise in the number of women over 45 in the labour market, global employers are adopting the UK’s pioneering initiative to address menopause-related challenges, retain experienced employees, leverage their unique skills to mentor younger team members and preserve valuable institutional knowledge.
In this article, Adv. Dafna Shmuelevich (founding partner at Dafna Shmuelevich & Co. Labour and Employment Law Office, a boutique labour law firm for employers) and Adv. (LLM) Sarit Ghelibter-Bin (an HR, Employee Relations and Labour Law Expert, Mediator, Menopause Specialist and Lecturer on Menopause in the Workplace) offer a comprehensive understanding of this silent career-killer phenomenon and the multiple benefits of a menopause-friendly workplace.
Sarit Ghelibter-Bin
Contact authorIntroduction by Numbers
Women of menopausal age are the fastest-growing workforce demographic in the UK, with 4.5 million aged 50–64 employed in 2020. A 2023 study in the United States highlights that over 50 million menopausal women are active in the labour market there. Meanwhile, the Ireland Menopause in the Workplace Survey (2023) reports that women aged 45–64 in Ireland now number 651,845, with 418,989 employed – a 26% increase since the last census in 2016.
Menopause has a profound economic impact. In the UK, one in five women has considered quitting, and one in ten has missed work due to symptoms. Nearly 40% of women surveyed have seriously contemplated leaving their jobs because of menopausal challenges. 2023 research from the United States on menopause estimates worker productivity losses at approximately USD1.8 billion, with related healthcare costs exceeding USD24 billion.
“Women of menopausal age are the fastest-growing workforce demographic in the UK.”
Central to British mythology, the Holy Grail symbolises a powerful artefact that bestows divine grace upon the worthy. While King Arthur failed to find it, Sir Galahad, pure of heart, succeeded. Similarly, despite their immense value, skills and experience, many women face insufficient workplace support during menopause. This lack often leads to reduced responsibilities or resignation, depriving employers of their expertise – their own “Holy Grail”. This highlights the critical need for menopause-friendly workplace policies to support this vital and growing workforce segment.
About Menopause
Menopause marks the end of a woman's menstrual cycles, typically occurring between the ages of 45 and 55, as oestrogen levels decline. Symptoms can begin during perimenopause and last about four years, though some experience them longer. Common symptoms include hot flashes, night sweats, mood changes, memory issues and joint pain. Menopause increases the risk of osteoporosis, heart disease and stroke due to declining oestrogen. Experiences vary by individual and can also differ by ethnicity. Premature menopause occurs in about 1% of women before the age of 40, and may affect some trans men and non-binary individuals.
Menopause Implications in the Workplace
A 2021–22 survey by the Women and Equalities Committee in the UK highlights the impact of menopause on working women, categorised into problematic symptoms, lack of support and discrimination, and loss of income or reduced work.
- Problematic symptoms – 99% of respondents experienced at least one menopause symptom, with difficulty sleeping (81%), memory or concentration issues (75%) and hot flushes/night sweats (73%) being the most common. Anxiety or depression affected 69%, and 92% reported reduced concentration (72%), increased stress (70%) and loss of confidence (67%) at work. Workplace conditions like poor ventilation, uncontrolled temperature, noise, limited toilet access and restrictive clothing often worsen symptoms.
- Lack of support and discrimination – unsupportive colleagues and managers intensify menopausal challenges. Less than a third of women share their struggles at work, citing privacy concerns and fear of adverse reactions. Only 12% seek workplace adjustments, and many avoid this due to worry about others' responses. Support groups report alarming discriminatory treatment, underscoring the need for awareness and action.
- Loss of income or reduced work – many women reduce hours, miss promotions or leave jobs due to menopause. Research shows that women with severe symptoms at 50 are 43% more likely to leave work by 55 and 23% more likely to cut hours. A third of women surveyed reported missing work due to symptoms, with long-term absences averaging 32 weeks. This impacts careers and businesses, with global health insurance and healthcare company BUPA (British United Provident Association) estimating that 900,000 women have left the workforce due to menopause-related challenges.
The Legal Aspect – Employers’ Obligations Related to Menopause Effects in the Workplace
Unlike other gender rights, such as pregnancy and maternity accommodations, menopause has not yet been directly addressed by most legislators. However, its relevance is grounded in fundamental principles widely recognised in democratic legal systems.
- Equality – workplace equality laws prohibit various forms of wrongful discrimination, including by gender and age. Menopause falls under both categories, posing a dual risk of discriminatory actions that could expose employers to civil or criminal liabilities.
- Disability affirmative action – many countries mandate workplace accommodations for employees with disabilities. While menopause’s classification as a “stage” or “partial illness” is debated, its cognitive and physical impacts are undeniable. For instance, Israel’s Equal Rights for Persons with Disabilities Act (1998) defines disability to include temporary impairments that substantially limit functioning, making menopause a legal disability.
- Workplace safety – employers are broadly responsible for ensuring a safe work environment. Neglecting menopause-related challenges may increase risks to employees’ health and expose employers to liability.
These principles could form the basis for class action lawsuits, leading to legal and financial risks as well as reputational damage.
Practical Steps Toward a Menopause-Friendly Workplace
Research reveals that many women hesitate to disclose menopause-related challenges due to shame or fear of stigmatisation. Addressing this requires normalising menopause as part of workplace culture.
Inspired by models like the British initiative and Bank of America (BOFA) 2023 research, here are the key steps to deal with the issue.
- Raise awareness – educate employees about menopause and its workplace implications through expert-led sessions and follow-up materials.
- Provide accessible support channels – appoint “menopause champions” to encourage open discussions in a confidential, supportive environment.
- Promote medical support options – inform employees about access to menopause specialists, occupational doctors or alternative experts.
- Create menopause forums – establish small groups for women to share experiences, fostering camaraderie and identifying practical workplace adjustments.
- Offer flexible work arrangements – make adjustments like offering flexible hours, cooling rooms, light uniforms, additional leave options or supportive benefits such as gym memberships and nutritional guidance.
- Gather feedback – conduct surveys among employees and management to identify improvements.
- Track outcomes – measure productivity, sick leave reductions and training cost savings compared to previous periods.
- Share success stories – publicise results within the workplace and externally, highlighting positive impacts.
- Stay engaged – collaborate with menopause advocacy groups to keep up with emerging trends and best practices.
The World's Future is in the Hands of Menopausal Women
Menopausal women are increasingly stepping into leadership roles across politics, academia, business and other fields. Providing workplace support enables them to reach their full potential, driving success across industries and society as a whole.
Dafna Shmuelevich & Co.
