Menopause Employment Champion Scheme: What You Need to Know

Menopause Employment Champion Scheme: What You Need to Know

Picture this: you’re leading an important meeting, and suddenly a hot flush surges through your body. Worse yet, memory loss kicks in and you can’t remember the name of the your CEO. You lose your train of thought and confidence tipples and you’re expected to be on form and power through.

The Menopause Employment Champion Scheme is crucial for creating an inclusive work environment for women experiencing perimenopause and menopause.

Recent surveys reveal that 1 in 4 women experiencing menopause have considered leaving the workforce due to symptoms (CIPD, 2023). For too long, menopause has been a “silent struggle,” affecting not just personal health but professional lives, too.

Change is finally coming with the Menopause Employment Champion Scheme. The UK Government recently appointed a Menopause Employment Champion to advocate for women’s rights in the workplace.

The Menopause Employment Champion Scheme is a huge leap in recognising and addressing the challenges faced by women in the workplace.

By understanding the Menopause Employment Champion Scheme, you can better advocate for workplace changes that support employees facing menopause.

The Menopause Employment Champion Scheme is essentially designed to ensure effective implementation and support for women through their midlife transition.

As a menopause wellness coach, it brings me great joy to guide you through what this new initiative means and more importantly, how you can leverage it to thrive in your career.

In this guide, you’ll learn:

• What the Menopause Employment Champion does
• Why workplace support for menopause matters
• Common challenges women face
• Practical solutions for employees and employers
• How to advocate for yourself confidently

Jump to Science | Challenges | Strategies | FAQ

In October 2024, the UK Government appointed Mariella Frostrup as the Menopause Employment Ambassador. Her mission?

What Is the Menopause Employment Champion Scheme and Why It Matters

“The launch of the group comes as the government steers its flagship Employment Rights Bill through Parliament. As well as boosting workers’ rights and protections, the Bill also includes landmark legislation that requires large employers with more than 250 employees to produce and publish Menopause Action Plans detailing how they will support employees through the menopause.”

Quick facts:

The Menopause Employment Champion Scheme highlights the importance of addressing menopause-related issues in diverse workplaces.

• 4.5 million women aged 50–64 are working in the UK (ONS, 2023).
• Symptoms like fatigue, brain fog, anxiety, and sleep disruption cause up to 25% of women to consider quitting.

Until now, menopause has been largely ignored in workplace policies. Many employers lacked awareness, leaving talented women feeling forced to “suffer in silence” or step back from promising careers. This Bill is game changing news.

Common misconception:

“Isn’t menopause a private matter?”

Reality: When symptoms impact workplace performance, mental health, and retention, it becomes a business and well-being issue. Supporting menopause is critical for diversity, equity, and talent retention.

Ignoring menopause costs companies roughly £1.5 Billion every year in lost productivity. Wow!!!!

The Science Behind Menopause and Work Performance

Understanding the biology helps explain why workplace support is vital.

During perimenopause and menopause, estrogen, progesterone, and testosterone levels fluctuate and eventually decline. These hormones influence:

• Brain function (memory, focus, verbal fluency)
• Mood regulation (serotonin, dopamine)
• Temperature control (thermoregulation)
• Sleep quality

When these hormones decline, women commonly experience:

• Brain fog and forgetfulness
• Sleep disturbances (due to night sweats and hot flushes)
• Anxiety and mood swings
• Fatigue and decreased stamina

Evidence:

• BMC Women’s Health (2022) found that 60% of menopausal women reported symptoms negatively impacting their work.
• Studies in Menopause journal link vasomotor symptoms to sleep disruption, reduced cognitive function, and mood changes.

Importantly: This is biological, not psychological weakness. Understanding that shifts blame from the individual to a system that must better support natural transitions.

Common Challenges Women Face at Work During Menopause

Navigating menopause at work isn’t just “inconvenient” it can derail careers. Here are real scenarios women face:

1. Stigma and Silence

“I didn’t tell anyone. I thought they’d see me as less capable.” — Sarah, 47, Marketing Manager

The fear of being perceived as “emotional,” “unreliable,” or “past their prime” keeps many women silent about symptoms.

2. Inflexible Work Policies

Imagine struggling with night sweats, arriving exhausted at 9 AM, and facing rigid start times and no break flexibility. Sound familiar?

3. Cognitive Struggles

Brain fog and memory lapses undermine confidence in high-responsibility roles.

“I forgot key figures during a pitch. I started questioning if I could keep up.” — Maria, 50, Financial Analyst

4. Lack of Managerial Understanding

Strategy #1: Open Conversations

How it works: Normalize menopause as part of life, not a taboo.

Implementation steps:

• Employers: Provide menopause training for managers. Establish clear policies.
• Employees: If comfortable, initiate conversations about needed adjustments.

Expected benefits:

• Reduced stigma
• Greater understanding and empathy

Considerations:

• Leadership support is crucial.
• Some may prefer confidentiality, respect both choices.

Strategy #2: Flexible Working and Practical Adjustments

How it works: Create environments that acknowledge fluctuating symptoms.

Implementation steps:

• Employers: Offer flexible hours, hybrid work options, temperature control solutions (e.g., desk fans).
• Employees: Propose specific, reasonable adjustments (e.g., later start times after rough nights).

Expected benefits:

• Higher retention
• Improved productivity

Considerations:

• Flexibility should be case-specific.

Strategy #3: Engage With External Initiatives

How it works: Leverage existing resources like the Menopause Workplace Pledge.

Implementation steps:

• Employers: Sign the pledge; integrate menopause into well-being policies.
• Employees: Use available toolkits to support conversations.

Expected benefits:

• Formal structures ensure ongoing support.

Considerations:

• Policies must be actively promoted, not hidden.

Together, these strategies empower real change in the workplace and ensure women navigating menopause can continue to thrive professionally.

When to Seek Professional Help

If symptoms severely impact work or mental health, seek:

Menopause-specific coaching support. These obstacles can significantly derail career progression if left unaddressed.

Menopause-specialist medical advice

Occupational health assessments

Menopause at Work: Advocacy Toolkit

Ready to speak up for your needs but not sure where to start? Download our Menopause at Work Advocacy Toolkit, packed with scripts, adjustment ideas, and confidence boosters.

FAQ

Next Steps and Resources

Menopause support at work isn’t a “bonus” — it’s essential.

Suggested Actions:

• Employees: Identify adjustments that would help and seek HR or management conversations.
• Employers: Review current policies. Start manager training.
• Everyone: Share accurate information. Be part of de-stigmatising menopause at work.

Helpful Resources:

• ACAS Menopause Guidance
• UK Government Menopause Scheme
• Menopause Workplace Pledge
• Vitality Journey Menopause Support Services

References

• CIPD (2023). “Menopause in the Workplace” Report.
• Office for National Statistics (2023). Labour Force Survey.
• BMC Women’s Health (2022). “Impact of Menopause Symptoms on Work”.
• Menopause journal, various issues.
• ACAS Menopause at Work Guidance.
• British Menopause Society Resources.
• Faculty of Occupational Medicine Guidance.