Efforts to reduce the number of women leaving the workforce due to health issues are being stepped up, with a new government-backed role aimed at improving support across workplaces.
The move comes as around 1.48 million women are now classed as economically inactive due to long-term sickness, prompting concern about the impact on careers, business performance and labour supply.
Ministers are also urging large employers to publish voluntary action plans setting out how they will support staff experiencing menopause symptoms, as part of a wider push to improve workplace health support.
New role expands focus beyond menopause
The initiative was announced by the Department for Work and Pensions, which has appointed broadcaster and campaigner Mariella Frostrup as Women’s Employment Ambassador.
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The role builds on her previous position as Menopause Employment Ambassador and expands the focus to a broader range of health issues affecting women at work, including conditions such as endometriosis and fibroids.
Minister for Employment Dame Diana Johnson said the government wanted to remove barriers preventing women from progressing at work.
“Too many women still face barriers that prevent them from reaching their full potential in the workplace. This new ambassador role sends a clear signal that we are serious about changing that, and Mariella Frostrup is the ideal person to take this on.
“By championing the brilliant contributions women make — as entrepreneurs, workers and leaders — we can unlock economic growth that benefits everyone.”
Frostrup said the role would expand support beyond menopause and address wider health issues affecting women at work.
“Menopause support in the workplace has come a long way, and that progress is something to be proud of, but it cannot be where our ambition stops,” she said.
She added that many women face health challenges earlier in their careers without adequate support. “Women’s health affects their working lives long before menopause, and for too long many have been navigating these challenges without the right support around them,” she said.
“Every woman deserves to know, at every stage of her career, that her health will not be a barrier to her success. I am delighted to take on this role and look forward to working with employers across the country support their imperative female workforce and retain them.”
Employers encouraged to take practical action
Large employers with 250 or more staff are being encouraged to publish voluntary action plans alongside their gender pay gap reporting, outlining how they will support employees experiencing menopause symptoms.
Suggested measures include workplace adjustments, support groups and changes to working patterns, aimed at helping employees remain in work and manage symptoms more effectively.
The plans form part of a wider programme linked to the Employment Rights Act, which is intended to improve job security and workplace support for millions of workers.
Call for stronger workplace culture and support
Louisa Oliveira, HR director at health firm Essity, told HRreview that treating menopause support as a core workforce issue was critical for retaining experienced staff.
“Shifting menopause support from an optional area of employee assistance to a serious workforce matter helps HR leaders recognise what is really at stake: retention, progression and experience,” she said.
“Too often, businesses risk losing highly skilled people or seeing them step back before they want to because the right support is not in place. When employers respond properly, they are not just doing the right thing for individuals; they are protecting talent, leadership pipelines and long-term business performance.”
She added that policies alone were not enough without meaningful cultural change in organisations.
“Policies matter, but culture and how they play out in practice are what determine whether people feel able to use them. That means equipping managers to respond with empathy and practical support, making it easier to have open conversations, and ensuring employees feel they can ask for help without it affecting how they are viewed,” she said.
The measures form part of a broader effort to improve women’s participation in the workforce by addressing health-related barriers that can affect careers at different stages of life.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
