A growing gap between employer confidence and employee experience is pushing many women to reconsider their future at work, as new data shows menopause symptoms are driving reduced hours, stalled progression and rising exit intentions across the UK workforce.
Almost a third of working women aged 40 to 65 say they are considering leaving their job because of menopause symptoms, while a further 7 percent say they have already quit. It suggests a significant risk to retention at a stage in life when many women hold senior roles or specialist expertise.
Despite this, most employers believe they are already meeting the needs of staff experiencing menopause. The contrast between perception and reality is raising concerns among workplace experts that policy commitments are failing to translate into practical, visible support.
The findings come from a study by healthcare provider Benenden Health that surveyed 2,000 working women and a separate poll of 500 HR decision makers.
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Women change how they work to cope
The research found that nearly half of women experiencing menopause have changed how they work to manage symptoms. Around 18 percent reported reducing their hours, 12 percent said they had cut responsibilities, and 6 percent had turned down promotions or training opportunities.
Day-to-day performance was also affected. Almost one in three women said their productivity had fallen, three in ten reported needing more breaks and, on average, respondents said they were losing 5.5 working days a year due to menopause-related illness alone.
The most disruptive symptoms included brain fog and memory problems, hot flushes and fatigue, with anxiety, mood changes and joint pain also commonly cited.
At the same time, stigma remains a barrier. Nearly two-thirds of women said menopause was still awkward to discuss at work, and fewer than half felt comfortable raising symptoms with their manager. Common fears included being judged, not being understood or being treated differently.
Employers ‘overestimate’ support in place
While many women report limited awareness of support, HR leaders appear confident they are responding effectively. More than 90 percent of HR decision makers surveyed said they believed their organisation was meeting the needs of staff going through menopause, and nearly three-quarters said they had a formal policy or initiative in place.
But the employee data tells a different story. Four in ten women said they were unaware of any menopause policies at work, only a third of organisations provide training for managers and fewer than half offer practical measures such as paid leave or workplace adjustments.
The research also shows growing demand for external support. Menopause is now the second most common reason members access one-to-one coaching through a Benenden Health app, behind mental health.
Lived experience highlights risk to retention
One study participant, Maureen, a 50-year-old manager with Southeastern railway and based in London, described how symptoms almost led her to leave her role entirely. Reflecting on that period, she said the impact on her confidence and performance was severe.
“There came a point where I was mixing up names, forgetting figures and feeling utterly drained by midweek – and that’s just not who I am as a leader,” she said. “I tried to keep going, telling myself to ‘just get on with it’, but the brain fog, migraines and exhaustion made even simple decisions feel heavy.”
She said a lack of confidence initially stopped her from asking for help.
“I didn’t realise at first that it was menopause, and I definitely didn’t feel confident admitting I was struggling,” she said.
After discussing it with her manager, she said the support she received allowed her to stay in work.
“Opening up to my manager changed everything,” she said. “He was incredibly supportive, and the flexible working and peer support I received helped me get back to feeling like myself again.”
She added that “[h]aving a midweek reset day was a game-changer. I’m still in the role I love, leading a brilliant team, and I want other women to know they don’t have to battle through this alone. When employers understand menopause and offer small adjustments, women can continue to thrive at work”.
Employers urged to act ahead of legal change
Employers that have taken proactive steps say the benefits are clear. Sally, a project coordinator at Southeastern, said structured support had helped retain experienced staff.
“At Southeastern, we know that menopause can have a significant impact on colleagues at a point in their careers when their skills and experience are most valuable,” she said. “Supporting colleagues through menopause isn’t just the right thing to do, it strengthens retention, reduces absence and ensures we don’t lose vital talent from our workforce.”
Benenden Health said the findings show a clear mismatch between policy intent and lived experience. Dr Amy Pressland, head of talent and performance at the organisation, said too many women were being forced to choose between health and career.
“Our research reveals a gap between employers’ perceptions of support and the reality women face every day during this life stage,” she said.
She said menopause support should be treated as a core workforce issue rather than an optional benefit.
“Menopause should never be a reason for someone to step back from work they love, or for an organisation to lose talent,” she said.
“Instead, we would encourage HR teams to embed clear menopause support policies, enable open conversations and implement a range of practical support options, so they can create environments where women can thrive at every stage of life.”
