Championing Women’s Health in the Modern Workplace
By Helen Tomlinson, Head of Inclusion and Employability
The Evolution of Women’s Health at Work
For decades, women’s health in the workplace was a topic shrouded in silence. Today, thanks to pioneering leaders and evolving policies, the conversation is changing. My journey began with the creation of a menopause policy at Adecco, lobbying for government standards, and serving as the UK’s first Menopause Employment Champion. These milestones have opened the door to broader discussions about menstrual health, endometriosis, PMS, PMDD, and polycystic ovaries—issues that impact millions but were rarely addressed openly.
“Menopause is not a time to step down, step back, or step out of your career.”
Why Menopause Matters
Menopause is a natural, sometimes challenging transition that affects 51% of the population. Yet, it’s not a time for women to step down, step back, or step out of their careers. In fact, women over 50 are the fastest-growing demographic in the workforce. With the right support—education, allyship, and cultural change—this stage can be the most productive and fulfilling of their professional lives.
The Reality of Symptoms
Recent surveys reveal the scale of the challenge:
- 86% of women experience brain fog
- 70% feel constant fatigue
- 96% say menopause affects their quality of life
- 8 in 10 working women are affected by symptoms
The range of symptoms is vast—hot flushes, mood swings, sleep disturbances, and more. It’s no wonder so many women struggle to maintain their usual performance at work.
The Cost of Silence
Statistics paint a stark picture:
- 65% of women feel uncomfortable discussing health issues at work
- Over 50% say their employer is not supportive
- 1 in 10 have left a job due to menopause symptoms
- Employment tribunals linked to menopause are rising by 44% year-on-year
Organisations risk losing valuable talent to more compassionate employers. The message is clear: silence and stigma come at a cost.
Understanding the Journey
- Perimenopause: The transition phase, marked by irregular periods and declining fertility. Symptoms can be unpredictable and challenging.
- Menopause: Defined as 12 months without a period. Symptoms may persist, but this is a milestone many only recognise in retrospect.
- Postmenopausal: The years after menopause, when symptoms may ease but can linger for a decade or more.
Early and medically induced menopause also deserve attention, as do the unique challenges faced by different groups.
Inclusion Means Everyone
Men’s health matters too. Andropause, or “male menopause,” describes age-related hormonal changes in men, typically after 50. Symptoms—loss of sex drive, mood swings, sleep issues—mirror those experienced by women. Creating an inclusive culture means recognising and supporting everyone’s health journey.
From Policy to Culture: What Works
Real change goes beyond policy. It’s about culture—education, allyship, lived experience, and active leadership. My work has shown that intersectionality, intergenerational impact, and international perspectives are vital. Inclusion must be multifaceted, and policy is just the starting point.
“Inclusion is key. Policy is essential, but it’s the culture that makes it work.”
Three Lessons from the UK
- Multifaceted Inclusion: Every woman’s experience is unique. Support must be flexible and personalised.
- Inclusion is Key: A supportive culture benefits everyone, not just those experiencing menopause.
- It Ends With Policy: Policy is essential, but it’s the culture that makes it work.
The Way Forward
Menopause is much more than a medical issue—it’s a workplace issue, a leadership issue, and a cultural issue. By embracing education, advocacy, and active leadership, organisations can create environments where everyone thrives.
Let’s make menopause work—for women, for men, and for the future of work.
Helen Tomlinson is Head of Inclusion and Employability, former Government Menopause Employment Champion, and a passionate advocate for women’s health in the workplace