“Women in their 40s and 50s are highly valuable in the workplace. They are at the peak of their careers and have a wealth of knowledge, experience, and talent to provide and share. It is vital, therefore, that they are supported through the menopause to enable them to be the very best versions of themselves,” says Clark.
Women in this age group, often referred to as Generation X, represent a critical part of the workforce. Office for National Statistics data shows that average employee earnings peak for those in their 40s and 50s, while research also indicates that diverse leadership teams drive stronger business performance. Companies in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability than those in the bottom quartile.
Clark adds: “Women of any age bring diversity and unique qualities to a workplace but women in their 40s and 50s bring a particular enrichment for diversity of thought and emotional intelligence that drives the success of a business.”
Despite their value, many women still lack the workplace support they need during the menopause. Research shows that 10% of women who worked during the menopause have left a job because of their symptoms, while 87% of working women want their employer to be more supportive when it comes to women’s health.
Specialist support is becoming increasingly available, with providers offering menopause-focused services such as digital platforms, one-to-one consultations, and educational courses. Some give access to menopause-trained healthcare professionals who can advise on symptoms, treatment options and, where appropriate, prescribe HRT. Test kits can also help women understand where they are in their menopause transition, offering practical tools for employers to better support staff.
Many workplaces already have benefits in place that can help, including access to virtual GPs, private medical insurance, cash plans and employee assistance programmes (EAPs). These can provide support for physical and mental health need such as physiotherapy, nutrition advice, or counselling. Some EAPs now include specific menopause services, while menopause helplines are often available as PMI add-ons.
Clark emphasises that cost should not be a barrier. Employers can integrate menopause support into existing health and wellbeing schemes, introduce standalone services, or make optional benefits available for employees to purchase themselves.
Companies looking to go further can also create a more open and supportive culture by signing menopause pledges or working towards menopause-friendly accreditation. Training menopause champions or internal coaches can help support affected employees and their line managers. Setting up peer networks or informal support groups, such as menopause cafés, can also make a significant difference, while simple steps like signposting trusted information come at no cost.
“Menopause is not a performance issue - it’s a hormonal one,” Clark concludes. “When businesses acknowledge this and implement supportive policies, everyone benefits. Retaining experienced women not only preserves institutional knowledge but also sustains the diversity that drives innovation and profitability.”
