In June, as I champion Age Without Apology Month, I am also looking toward a massive shift in the UK corporate landscape. For too long, menopause has been treated as a “private struggle” or a “women’s issue.” But the reality is that menopause is a boardroom issue, a productivity issue, and—most importantly—a legal necessity.
I see it in my 1-to-1 coaching sessions constantly: talented, high-performing women who feel they can no longer do their jobs because of brain fog, exhaustion, or a sudden loss of confidence. When these women leave, they take decades of institutional knowledge with them.
The New Legal Landscape: What’s Changing?
If you have been putting menopause support on the back burner, it is time to pay attention. Under the Employment Rights Act 2025, the UK government is introducing mandatory Menopause Action Plans.
💜 April 2026: Large employers (250+ staff) are encouraged to publish voluntary action plans detailing how they support staff through menopause.
💜 Spring 2027: These plans become mandatory.
This means that very soon, you will be legally required to demonstrate exactly how you are supporting your staff. Failing to do so isn’t just bad for morale; it opens the door to costly Employment Tribunals under the Equality Act 2010. We are already seeing a 44% increase in tribunal cases citing menopause, often framed as sex, age, or disability discrimination.
The Business Case: The Cost of Doing Nothing
Ignoring this isn’t just a legal risk; it’s a financial drain on your organisation.
💚 Talent Drain: 1 in 10 women leave the workforce entirely due to symptoms.
💚Economic Impact: Menopause costs the UK economy an estimated 14 million working days annually—that is approximately £1.8 billion in lost productivity.
💚 Replacement Costs: Replacing a senior employee can cost up to 5x their annual salary when you factor in recruitment and the loss of momentum.
Why Your Managers Are the Missing Link
We cannot talk about corporate wellbeing without talking about the men in leadership. As I’ve highlighted during Men’s Health Week, menopause affects everyone.
If your male managers don’t understand why a top-tier director is suddenly struggling with confidence or missing deadlines, they cannot support her. Training your managers to have these “difficult” conversations isn’t just about being a “nice” employer; it’s about talent retention. I offer specific training to help managers understand that menopause isn’t a “performance issue”—it’s a temporary health phase that requires management, not discipline.
Practical Help: What are "Reasonable Adjustments"?
You don’t need a massive budget to support your staff. Often, it is the simplest changes that keep a woman in her job. Here is what I recommend to my corporate clients:
💜 Environmental Tweaks: Access to desk fans, moving a desk near a window for better ventilation, or relaxing uniform policies to allow for breathable fabrics.
💜 Flexible Working: Allowing a later start time if they have had a night of sweats and insomnia, or the ability to work from home during particularly difficult days.
💜 The “Quiet Space”: Providing a private area where someone can take 10 minutes to reset if they are experiencing an anxiety attack or an overwhelming hot flush.
💜 Policy Inclusivity: Ensuring menopause is explicitly mentioned in your sickness, absence, and flexible working policies so the route to support is clear.
How I Support Your Business
I don’t believe in “tick-box” exercises. I provide real-world, human-led solutions that help your staff stay “juicy,” capable, and productive. My services are built on my own experience of balancing high-level work with the mental load of caregiving (including my personal journey caring for my mum with dementia). I understand the “Sandwich Generation” crisis better than most.
💜 Strategic Workshops: I help leadership teams draft those mandatory Menopause Action Plans so you are ahead of the 2027 deadline.
💜 In-house Training: Interactive workshops for managers and teams to break the stigma and provide practical tools for the workplace.
💜 1-to-1 Staff Support: I work privately with your employees who are struggling, helping them navigate their symptoms and health history so they can return to being their high-performing selves.
Menopause is inevitable, but the loss of your best talent is not. Let’s make sure your organisation is ready for 2027.