Supporting employees through
menopause transition strikes at the
heart of a number of pressing public
policy issues - employee health and
wellbeing at work, the economic
participation of women, and gender
equality and inclusion in the
workplace. The average age of the
menopause is 51. For years there has
been a steady increase in the
employment rate of women over 50 in
the UK, and this trend is likely to
continue given the ageing population.
This segment of the labour market is
made up of people who are typically at
the peak of their careers, representing
a highly skilled and experienced talent
pool.
Having an effective framework to
support employees through
menopause is the right thing to do.
But it also makes business sense. As a
nation we face the twin challenges of
improving productivity and
international competitiveness. We
need to invest in the skills we need
now and for the future to drive
innovation and encourage more agile
and responsive businesses that look
to the long term. How organisations
Risks to businesses of not
acting on the menopause
Learn more
about CIPD
Our Manifesto for the
Our Manifesto for the
Our Manifesto for the
Our Manifesto for the
Menopause at Work
Menopause at Work
Menopause at Work
Menopause at Work
calls on the Government
calls on the Government
calls on the Government
calls on the Government
to:to:to:to:
• Nominate a Menopause
Ambassador to represent the
interests of women
experiencing menopause
transition across government
departments
• Ensure that menopause is
referenced as a priority issue
in its public policy agenda
relating on work, diversity
and inclusion
• Support an employer-led
campaign to raise awareness
of the menopause as a
workplace issue.