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Why is it so critical to normalise menopause in the workplace?
By Michelle Robinson Hayes, mental health trainer and preventative services lead at Vita Health Group
Responsible employers hold the power to effect real change by normalising conversations about menopause.
Although menopause is an entirely natural phase of life, women still go to great lengths to conceal their menopausal experiences and symptoms from family, friends and colleagues.
Fear of being judged, fear of being seen as incapable or incompetent, and fear that menopause and its accompanying symptoms could negatively impact their career – are just some of the reasons many women suffer in silence at work.
In fact, for some women, the mental and physical symptoms of menopause – such as hot flushes, headaches, sweating, brain fog, erratic moods and negative emotions – can be so overwhelming and distressing they feel they are left with no other option but to quit their job and leave the workplace all altogether.
A report from the Fawcett Society showed that one in 10 women who worked during the menopause has left a job due to their symptoms and a quarter of employees experiencing menopause are likely to retire early because of it.
More shocking statistics from the report show that there are 14 million working days lost in the UK to menopause a year.
The hidden cost of suppressing the dialogue around menopause
Whilst many organisations have committed time and resources to the menopause agenda in recent years, there are plenty of others who are lagging behind.
Evidently, the cost of leaving women to suffer in silence is not just borne by the women themselves, their partners and their families, it’s borne by employers and the wider society, too.
The reality is that menopausal women are the fastest-growing demographic in the workplace – according to the Faculty of Occupational Medicine, almost eight out of 10 menopausal women are in work.
And yet, even with these figures and the growing body of evidence around the benefits of supporting menopausal employees, many organisations continue to weigh up whether the menopause agenda is worth their time and resources.
In reality, companies that choose to ignore this issue not only risk alienating a crucial talent pool, they also risk falling behind industry competitors who’ve shown their hand of support.
Undeniably, the menopause will continue to impact talent retention, skills gaps and diversity for those organisations that do not respond well.
Psychological safety in the workplace has never been more important
To dispel the longstanding stigma surrounding menopause, it’s imperative organisations work to normalise conversations on the topic.
Individuals who experience the menopause should feel comfortable disclosing their challenges and seeking assistance without the fear of backlash. Whilst those supporting colleagues going through the menopause – irrelevant of age or gender – should feel confident, equipped to offer their support and able to navigate colleagues through their experience from an organisational perspective.
Michelle Robinson Hayes, mental health trainer and preventative services lead at Vita Health Group
Ensuring employees feel psychologically safe is particularly important. Why? Because every individual’s experience of menopause is unique and it would be impossible to accommodate an employee if they do not feel comfortable to share their individual needs.
Why managers play a critical role in menopause support
Managers have substantial influence over an individual’s workplace experience – new research has found that almost 70 per cent of people feel their manager has more of an impact on their mental health than their therapist or doctor.
Given this significant influence, it’s essential organisations invest in training managers – particularly those who have no experience of the menopause, and those who’ve experienced the menopause without symptoms.
Whilst some women suffer debilitating symptoms – studies show that 60-86 per cent of women experience symptoms so bothersome that they seek medical care – others may experience the menopause with no symptoms at all.
Alongside training geared toward building confidence on the topic of menopause and improving communication skills, organisations should also ensure managers understand the menopause policies and benefits available to employees so they can correctly inform their colleagues.
Talking about menopause is the beginning of positive change
Although the menopause revolution has gained momentum in recent years, the topic continues to be shrouded in secrecy across workplaces in the UK.
Research demonstrates that women in the UK take more time off during menopause compared to any other country, indicating a pressing need for change.
Menopause discrimination is deeply embedded into our society and dismantling the menopause taboo won’t occur overnight.
Nonetheless, responsible employers hold the power to effect real change by normalising conversations about menopause and ensuring employees have access to necessary support and training.
If you’re contemplating when the right time is to cultivate a menopause-friendly workplace, recognise that the time is now.
Michelle Robinson Hayes is a mental health trainer and preventative services lead at Vita Health Group. She is a leading expert in workplace mental health and is passionate about helping employees overcome their mental health challenges.
We are excited to reveal the winners of the third annual Femtech World Awards.
The winners were announced at a virtual event this afternoon attended by shortlisted companies, along with sponsors and judges.
The event welcomed guests from the UK, Europe, Asia, Africa and North America.
Thank you to all 174 entries, as well as the sponsors for making the event possible.
See you in 2027!
Femtech World Awards 2026 Winners
Winner:
Shortlisted:
IVI RMA x Juno Genetics
Natural Cycles
Winner:
Highly commended:
U-Ploid
Shortlisted:
Hello Inside
Winner:
WISE HF, led by Prof. Mary Ryder
Highly commended:
Cardiac College for Women
Shortlisted:
Hyvelle Ferguson-Davis
CognitiveCare
Winner:
Highly commended:
Youterus
Shortlisted:
ŌURA
Winner:
Shortlisted:
LeanShield by ParrotPal Group
Perigen
Winner:
Shortlisted:
Body Moody
Looop
Winner:
Shortlisted:
Owning Your Menopause
Womeno
Winner:
Shortlisted:
The Blue Box
Celbrea
Winner:
Shortlisted:
HealCycle
Mor
Winner:
Shortlisted:
HRC Fertility
Mira
Pregnant women’s expectations about postpartum sleep may predict sleep quality after birth, outweighing prior sleep and psychiatric history, a study suggests.
The findings suggest attitudes and beliefs about sleep during pregnancy could be a modifiable risk factor for postpartum sleep concerns.
They also indicate that, among women expecting the poorest sleep, higher postpartum anxiety may further worsen sleep quality.
Sammy Dhaliwal, lead author is clinical health psychologist and research fellow in the department of obstetrics and gynaecology at the Perelman School of Medicine at the University of Pennsylvania.
Dhaliwal said: “Most pregnant women in our sample anticipated poor postpartum sleep before it occurred, and it was striking that those expectations predicted worse sleep outcomes even after accounting for factors such as prior sleep disorders, psychiatric history, and number of previous births.
“This suggests that attitudes and beliefs about sleep during pregnancy may represent a modifiable target for early intervention before postpartum sleep problems emerge.”
Sleep disturbance affects an estimated 60 to 80 per cent of postpartum women and is linked to a higher risk of depression and anxiety.
Researchers said it is often regarded as an expected part of life after childbirth rather than a health issue that may be addressed earlier.
The study enrolled 432 pregnant women at about 24 weeks of gestation, meaning around 24 weeks into pregnancy.
Participants completed measures of their expectations about postpartum sleep, current sleep quality using the Pittsburgh Sleep Quality Index, and mood using validated depression and anxiety scales.
Assessments were repeated at six, 12 and 24 weeks postpartum.
A subset of 49 women also wore wrist actigraphy devices at six to eight weeks postpartum.
Actigraphy uses a wearable device, similar to a watch, to estimate sleep and wake patterns based on movement.
The results showed that 70 per cent of pregnant women, or 301 of 432 participants, expected poor sleep in the postpartum period.
Researchers found that predicted sleep disruption during pregnancy was a significant predictor of postpartum sleep concerns.
Among first-time pregnant women without prior health concerns, those who expected greater sleep disturbance had significantly more disrupted sleep after birth, measured by both actigraphy and self-report.
Among women who expected the worst sleep quality, higher postpartum anxiety significantly worsened both measured sleep and self-reported sleep, independent of anxiety levels during pregnancy.
Dhaliwal said the findings point to two possible areas for intervention: addressing sleep-related beliefs during pregnancy and treating postpartum anxiety.
Dhaliwal said: “Postpartum sleep disruption is often treated only after problems develop, but our findings suggest there may be an opportunity to intervene earlier during pregnancy.
“Addressing sleep-related beliefs and postpartum anxiety during prenatal and postpartum care may help improve sleep and emotional well-being in new mothers.”
A weight loss jab may improve fertility outcomes in women with PMOS, early findings from an ongoing clinical trial suggest.
The proof-of-concept analysis found that injectable semaglutide may offer reproductive benefits while also addressing obesity and metabolic dysfunction.
It is the first report to examine how injectable semaglutide may improve reproductive outcomes in women with PMOS while also addressing obesity and metabolic dysfunction.
The work forms part of the ongoing RESTORE clinical trial.
Melanie Cree, professor at CU Anschutz and first author of the report, said: “Women with PMOS frequently face a frustrating choice between treatments that target reproductive symptoms and those that address metabolic health.
“Our early findings suggest injectable semaglutide may have the potential to improve both, offering a more comprehensive approach to care.
“This medication is incredibly promising when someone responds with 10 per cent weight loss.”
The trial is examining whether semaglutide can restore ovulation and improve reproductive health in adolescents and adults with polyendocrine metabolic ovarian syndrome, known as PMOS.
PMOS, formerly known as polycystic ovary syndrome or PCOS, is a hormone and metabolic condition linked to irregular periods, raised testosterone levels, infertility risk, obesity and increased cardiometabolic disease.
Cardiometabolic disease refers to conditions linked to the heart and metabolism, such as heart disease, high blood pressure and type 2 diabetes.
Existing treatments, including metformin and hormonal contraceptives, often do not fully address reproductive and metabolic complications at the same time.
The analysis focused on participants aged 12 to 35 who lost at least 10 per cent of their body weight during treatment.
Researchers said reproductive improvements appeared earlier than expected, prompting them to report preliminary findings while the wider study continues.
Cree is also a paediatric endocrinologist at Children’s Hospital Colorado.
Endocrinologists are doctors who specialise in hormones and hormone-related conditions.
Cree said: “What makes this work particularly important is that it focuses specifically on women with PMOS receiving injectable semaglutide.
“Although GLP-1 medications have transformed obesity treatment, there remains a significant need for rigorous data examining how these therapies affect fertility and reproductive function in this population.”
The RESTORE study is evaluating semaglutide treatment in girls and women with PMOS and obesity.
Its broader aim is to determine whether weight loss and metabolic improvements can restore ovulation and improve reproductive outcomes.
Ovulation is the release of an egg from the ovary, a key part of the menstrual cycle and fertility.
The authors said the findings are from an early proof-of-concept analysis and that larger, longer-term studies will be needed to confirm whether the reproductive benefits last.
The findings suggest injectable semaglutide may become a treatment option for women with PMOS seeking improvements in both metabolic and reproductive health, if future studies confirm the results.
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