“Fostering menopause awareness benefits everyone”

Tomorrow (18 October) marks World Menopause Day – the culmination of Menopause Awareness Month activities to highlight the effects of menopause and the support available.

In recent years, campaigners have sought to raise awareness of the challenges that those experiencing symptoms of menopause can face – particularly when it comes to the workplace.

Research by the Fawcett Society identified that 44% of women surveyed felt their ability to work had been affected by menopause symptoms. One in 10 women who have been employed during the menopause have left work due to menopause symptoms.

Henpicked: Menopause in the Workplace provides training and toolkits for businesses to encourage employees to talk about menopause. The provider is also behind the industry-recognised Menopause Friendly Accreditation.

OT spoke to Deborah Garlick, CEO of Henpicked: Menopause in the Workplace, about changes in the conversation on menopause, why all businesses should act, and the ripple-effect that awareness has beyond the practice team.

1 Transformation in the menopause conversation

Conversations around menopause have “shifted dramatically” since 2016, when Henpicked began supporting organisations, Garlick said.

“Back then, no UK employers had a menopause policy. Now, nearly half are taking action, according to the CIPD,” she shared.

Members of Parliament, celebrities, and employers have been driving the change by raising awareness, breaking down stigma, and providing support, Garlick said.

Over 100 organisations have earned the Menopause Friendly Accreditation.

Reflecting on these changes, Garlick told OT: “Some employers still think having a policy is enough, but real progress requires a cultural shift. Employers need to take consistent action, listen to their employees and embed long-term support. It’s not about ticking boxes, it’s about transforming the workplace.”

2 Attract and retain talent

Employers can not afford to delay when it comes to implementing menopause-friendly policies and practices, Garlick suggested, with half of employers already acting and awareness on the rise.

“The UK’s ageing population and shrinking talent pool mean you risk losing staff if you’re not menopause friendly,” she said.

In displaying a Menopause Friendly badge employers can attract new and returning talent.

Garlick highlighted: “Menopause is also covered by employment law and tribunal cases are increasing. Smaller businesses feel the impact even more if they lose staff or face legal action.”

3 A cultural shift in awareness

A culture of menopause awareness could have wider-reaching effects beyond the practice team.

Garlick said: “Creating a supportive environment boosts employee wellbeing, which leads to better customer service and patient care.”

“Many of your customers may be going through menopause themselves, so understanding their needs – like recognising symptoms such as dry eyes – can enhance your service,” she added.

The benefits can extend throughout the community, Garlick shared.

“Ultimately, fostering menopause awareness benefits everyone, as it builds life skills that ripple through workplaces, homes, and communities, driving a cultural shift across the UK,” she said, adding: “This will not only help people today, but for generations to come.”

4 A small business starting point

For smaller businesses who want to start providing support for employees experiencing menopause, Garlick recommended a tailored approach as well as listening to what employees might need.

Henpicked runs awareness sessions to spark conversations. Garlick said sessions to identify what support employees need and “set the stage for lasting change.”

“Listen first, then act,” she added.

Garlick shared: “Both large and small employers across various sectors have earned Menopause Friendly Accreditation, demonstrating that it’s not about size or industry, but a commitment to creating a supportive workplace.”

“Smaller businesses may feel the impact even more due to their reliance on smaller teams and fostering a menopause-friendly environment can help retain talent and enhance productivity,” she added.

5 Across the health sector

Garlick observed that employers in the healthcare sector have “made great strides” in achieving Menopause Friendly Accreditation through awareness, education, and support for employees.

“It’s particularly interesting to see the extra steps taken to support staff, who are themselves providing care to others, such as patients and customers,” she said.

Several NHS Trusts are accredited or working towards this. The Medical Protection Society achieved the accreditation last year, with a member of staff, Paula Rix, receiving the Carolyn Lazarus Award at the 2023 Menopause Friendly Employer Awards for individual contribution.

“The health sector is certainly making an impact in this area,” Garlick said.

Optometry professionals at Specsavers, which achieved Menopause Friendly Accreditation last year, have highlighted the benefit of understanding patient symptoms related to menopause, such as dry eye, Garlick told OT.

“We’ve seen similar in dentistry and pharmacy training, where staff are now better equipped to recognise and empathise with customers’ menopause-related health concerns. It’s a win-win, benefiting employers, employees, and the customers they serve,” she added.