We’ve come a long way in putting menopause and menstruation on the workplace agenda. Over the past few years, we’ve achieved incredible milestones:

• We’ve shattered silence around menopause and menstruation, making them workplace priorities.
• More than 600 organisations have joined Menopause Friendly Membership, with over 130 achieving Independent Accreditation.
• Forward-thinking companies have gone beyond compliance, embedding real cultural change that supports wellbeing and equity.

This progress is worth celebrating, but let’s be clear: the job is far from done. Too many employees still face stigma, misunderstanding, or a complete lack of support. Until every employer takes action, and every employee feels supported, we haven’t reached the finish line.

Progress, yes – but not for everyone

While some employers are leading the way, others are still lagging behind. Until we reach all employers, we’re leaving people behind. You can’t have gender equity without being menopause friendly and menstruation friendly!

Ask yourself:

• Who wants to work for an employer that doesn’t care about equity as a fundamental value?
• Who wants to work for an organisation that turns a blind eye to the wellbeing of its people?
• Who respects an employer that has to be forced to act, when the benefits have already been proven by industry leaders?

The evidence is clear

Forward-thinking employers who are already acting have demonstrated the benefits:

• Retention: Supporting people through life stages like menopause reduces staff turnover and associated costs.
• Performance: Employees perform better when simple adjustments make them feel comfortable and valued.
• Engagement: Creating safe, open environments leads to motivated, productive teams.
• Reputation: Being menopause and menstruation friendly attracts top talent and positions employers as leaders in gender equity and inclusion.

2025: a year for accountability

This year, the stakes are higher. The Employment Bill announced last October makes Gender Action Plans a requirement for large employers. But this isn’t just about ticking a compliance box—it’s about stepping up, leading by example, and doing what’s right.

For those already taking action: Keep pushing. For those who haven’t started yet: It’s time. We’re not waiting for the world to change—we’re here to make it happen.

Why accelerate now?

Because:

• It’s not good enough to support some people; we must support everyone.
• We can’t claim success until every workplace is inclusive and equitable.
• The longer we wait, the more people are left unsupported and struggling in silence.

The time is now

2025 is the year to demand more—to expect action, accountability, and results. Let’s not stop until every workplace, every employer, and every employee knows what it means to be menopause friendly and menstruation friendly. Together, we can finish the job and ensure no one is left behind.