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Menopausal women are currently the fastest-growing demographic in the UK labour force, and recent figures suggest that over 10 million perimenopausal and menopausal women are in work today.
However, despite the economic importance of this group, many of these women are facing significant challenges in managing their own physical and mental transition, whilst also balancing the demands of their career and daily life.
This is not a minority issue. Over a quarter of women say menopause has had a negative impact on their career progression, and a similar number have considered leaving their jobs due to the impact of menopause. This loss not only affects the individual women, but also deprives organisations of highly experienced and skilled employees.
All signs point to something being fundamentally wrong with the knowledge, availability and accessibility of treatments, which combined with employer inactivity towards supporting menopausal women, has resulted in the ‘menopause penalty’.
The term 'menopause penalty’ can refer to the overall impact on women's career progression during menopause. For example, if they are passed over for a promotion, decide to change careers or reduce their hours. It can also be used to refer to a financial penalty. A 2024 Working Paper calculated this to be earning losses of an average of 20% compared to premenopausal levels.
Perimenopause and menopause can both bring a sudden influx of new symptoms that directly impact many women’s ability to function as before in the workplace, and, for 25% of women, these symptoms will be debilitating. Hot flushes, night sweats, anxiety and depression, brain fog and fatigue can all contribute to decreased concentration, reduced productivity and increased absenteeism. More than 2 in 5 (46%) of female employees have had to take time off work because of unmanageable menopause symptoms.
Unfortunately, even after numerous high-profile, celebrity-backed campaigns in recent years, it can often prove difficult for women to access medical advice and appropriate treatment to address their symptoms. High demand for medication and long waits for NHS appointments remain barriers to women’s ability to manage their own menopause. Menopause symptoms are often undetected, and many women have reported that their GPs lack the diagnostic or awareness skills to effectively identify and manage menopause symptoms.
In addition, although employers are now legally required to support female employees during the menopause, over half of women said that they would not feel comfortable talking to their manager about their symptoms. This silence contributes to the perpetuation of the problem, as the necessary accommodations and support are not provided.
Addressing and eliminating the menopause penalty requires a significant and concerted effort across multiple fronts.
Women will not be able to fully thrive in the workforce until they are fully aware about the changes their body undergoes during menopause, and about the different options available to them to reduce the impact of those changes. At a government level, this will require policy change and investment into education programmes, treatment research, support services and the training of more specialist healthcare professionals. Politicians and healthcare leaders should proactively seek to collaborate with charities and interest groups to raise awareness and co-design treatment pathways.
Regulated online menopause treatment providers, including Hello Eve, have a role to play in providing women with rapid access to specialist consultations and safely prescribed, appropriate medications and treatments. They also have resources, engaged audiences and a voice that can be used to educate women about their treatment options and how best to identify and manage their menopause symptoms.
Employers hold significant power to reverse the menopause penalty within their organisations. As a minimum, workplaces need clear policies that recognise menopause as a legitimate workplace issue, which can include flexible working arrangements, adjustments to the physical work environment, and additional leave options. Enhanced education and training are crucial in this domain too; providing training for managers and employees about menopause and menopause treatment can help destigmatise the condition and foster a supportive culture. Finally, encouraging open communication about menopause can help break down barriers of silence and stigma, allowing women to seek accommodations and support without fear of discrimination.
The creation of an environment in which women are supported to excel professionally at every stage of their life will not happen overnight. However, by committing to dismantle the structures that facilitate the ongoing lived reality of the menopause penalty, and by working to ensure that every woman is free to access the support and treatment she needs, we will be one step closer to making real change.
