Could poor menopause support be driving employees away?

With menopause support moving up the workplace agenda, employers have a golden opportunity to take a more proactive approach and keep hold of their best talent.

With almost eight in 10 menopausal people in work, menopause is an issue that affects a significant portion of the workforce.

However, research has suggested that some employees may not have access to the workplace support that they need. And, for employers, this could have an impact on workplace wellbeing and retention.

Why menopause support matters for talent retention

According to research from The Fawcett Society, one in 10 who have been employed during the menopause have left a role due to menopause symptoms.

Separate statistics from the Chartered Institute of Personnel and Development (CIPD) found that 17% of employees have considered leaving work due to a lack of support relating to their menopause symptoms. A further 6% have already left the workforce.

As such, a lack of employer-led support could be driving employees away from organisations. Not only could this impact employee wellbeing and progression at an individual level but, for employers it could result in a loss of valuable talent, skills and knowledge.

"Organisations that demonstrably support employees through the menopause will have a meaningful retention and recruitment advantage," says Dr Mridula Pore, CEO and co-founder of Peppy Health.

Moving the dial on menopause at work

Subject to legislative implementation, firms employing 250 or more employees will be required to produce and publish action plans, including Menopause Action Plans (MAPs), alongside their gender pay gap data from Spring 2027.

For Dr Mridula, the introduction of MAPs under the Employment Rights Act 2025 represents a significant shift in how menopause is viewed in the workplace.

"For the first time, menopause moves from a discretionary wellbeing initiative to a legal obligation with real accountability attached to it. That shift in status changes the conversation entirely," said Dr Mridula.

But compliance is only one part of the picture. It’s also crucial for employers to recognise the role that workplace menopause support could play in attracting, retaining and supporting employees.

How can employers provide effective support?

For larger organisations, MAPs provide a structured framework for putting clear action plans in place. However, Dr Mridula explains that, regardless of company size, employers can take additional steps to support women’s health at work.

Awareness days may provide a topical opportunity for menopause discussions but it’s important for the topic to remain always-on throughout the year.

Storytelling from senior leaders can play a role in helping to achieve this. “When leaders share their own experiences, it reduces stigma and builds trust,” said Dr Mridula.

Additionally, employers can ensure that formal policies are in place and that line managers have access to the right training and resources to support employees consistently.

Organisations could look to provide access to support with managing menopause symptoms as well as mental and physical wellbeing and also signpost staff to useful resources and topical events.

Retaining and supporting employees now and in future

As menopause moves up the workplace agenda, employers have an opportunity to take a more proactive approach.

While some employers will be required to produce MAPs, as Dr Mridula points out, there are a variety of ways organisations can look to build on the support that they currently offer for those experiencing the menopause.

With research finding that some employees are either considering leaving, or have left the workforce, due to a lack of support, taking action could not only help employees to feel better supported but it may also help organisations to retain valuable knowledge, skills and experience.