The Menopause and the Multi-generational Workforce

“Reframing menopause as part of age inclusion, well-being and workplace equity”

Overview

The conversation around menopause at work is growing, and rightly so. But it’s more than a health topic; it’s a workplace inclusion issue that sits at the intersection of age, gender and well-being.

At The Age Diversity Forum, we approach menopause through the lens of age diversity.

Menopause affects individuals at a specific stage of life, but its impact reaches across teams, leadership, and organisational culture. When supported openly and respectfully, menopause inclusion benefits everyone, not just those directly experiencing it.

“Menopause isn’t a women’s issue – it’s a workplace issue, and a human one.”

Key Insights

• Age and Gender Intersect: Menopause typically occurs between 45 and 55, a life stage when many professionals hold senior roles or manage key responsibilities. Without support, this transition can affect both well-being and career progression.

• Culture and Confidence: Silence and stigma remain barriers. Where organisations talk about menopause openly, employees report higher confidence, loyalty and trust.

• Leadership Awareness: Training managers and leaders to understand menopause creates empathy, reduces bias, and fosters psychological safety.

• Policy and Flexibility: Supportive frameworks, such as flexible working, reasonable adjustments and access to information, improve retention and engagement.

• Intergenerational Understanding: Educating all employees builds empathy and normalises life transitions across genders and generations.

Why It Matters

Menopause is one of the most visible examples of how health, age and work intersect. Ignoring it risks losing experienced talent and perpetuating gendered inequality; addressing it creates cultures of respect, wellbeing and trust.

Organisations that lead on menopause inclusion are not only advancing gender equality but also modelling what age-inclusive practice looks like in action – open, informed, and compassionate.

“When workplaces talk about menopause, they’re not just supporting individuals, they’re strengthening inclusion for everyone.”

Towards Menopause-Inclusive Workplaces

Creating menopause-inclusive cultures requires a shift from private awareness to public policy,  embedding understanding at every level.

Examples of effective practice include:

• Workplace menopause policies or frameworks co-designed with employees

• Awareness training for all staff, including men and younger colleagues

• Well-being support integrated into HR and EDI strategies

• Internal champions or employee resource groups focusing on menopause and life transitions

• Inclusion of menopause in broader health, well-being and sustainability reporting

When organisations connect menopause to age inclusion, they create a stronger, more resilient culture for every life stage.

Next Steps

The Age Diversity Forum is embedding menopause and age inclusion into its ongoing research and policy work.

This topic aligns with the 2026 Research and Insights Outlook, contributing to The Longevity Economy and Career Transition and The Age Inclusion Dividend themes, exploring how life-stage well-being influences retention, leadership and sustainable participation.

Positioning the Menopause Research within the 2026 Framework

This focus area complements your existing research plan, bringing a tangible human dimension to age diversity in the workplace.

This research and guidance will provide organisations with evidence-based strategies for supporting menopause inclusively, integrating policy, culture and leadership.

Menopause inclusion is age inclusion, and it’s essential to future-ready workplaces.

Here are the links to the British Menopause Society and International Menopause Society