New research from Global 50/50 reveals that workplace menopause support is increasing but much of it remains out of sight. With contributions from Menopause Friendly founder Deborah Garlick, the findings highlight why visibility, meaningful action and measurable impact matter.

A new report from independent gender justice think tank Global 50/50 has revealed a striking gap between the growing recognition of menopause as a workplace issue and the support employers can demonstrate they provide.

Published ahead of World Menopause Day 2026, Working through it? Menopause in the workplace examines menopause provision across 198 organisations active in global health.

The findings show progress but also raise an important question: how can people access workplace support if they don’t know it exists?

What did the research find?

Of the 198 global health organisations assessed:

• 37 organisations (19%) had some form of menopause provision, up from 21 in 2023.
• Five organisations had a standalone menopause policy but only one had published it on its website.
• 17 organisations offered adjustments, flexible working or structured conversations.
• 14 organisations offered sick leave provisions and five offered personal leave.
• Only eight of the 37 organisations with identified provision had made information about it publicly available.

For 161 organisations, the researchers found no evidence of menopause provision.

However, this doesn’t necessarily mean those organisations offer no support. Global 50/50 reviewed publicly available policies and invited organisations to share internal documents. The findings reflect what could be identified through that process.

Nevertheless, the results highlight an important opportunity for employers: making support more visible, accessible and meaningful.

Why visibility matters

For someone considering joining an organisation, knowing what menopause support is available can be reassuring. For existing employees, knowing where to turn and feeling confident about asking for support can make a significant difference.

But visibility isn’t simply about publishing a policy.

It’s about ensuring people throughout an organisation understand what support is available, managers feel equipped to respond appropriately and employees know their individual needs will be listened to.

Menopause affects everyone differently. Many people experience little or no impact on their working lives, while others may benefit from adjustments or additional support.

And the relationship between menopause and work goes both ways. Symptoms can affect someone’s experience at work, while working conditions can also influence how symptoms are experienced.

Creating a menopause friendly workplace means recognising those differences and responding appropriately.

The difference between having a policy and making an impact

Deborah Garlick, Founder and CEO of Henpicked: Menopause in the Workplace, contributed to Global 50/50’s research, drawing on more than a decade of experience supporting employers.

As Deborah explains, “A policy is great but it’s how you bring it to life and how it feels meaningful and how you reach everybody in the organisation that actually makes the difference.”

It’s an important distinction.

Policies provide a framework but meaningful change comes from what happens in practice.

That might include educating colleagues, building managers’ confidence, encouraging open conversations, providing practical adjustments or creating networks where people can share experiences and find support.

Many adjustments are relatively simple, low cost and may only be needed for a limited period.

But activity alone isn’t the whole story. Employers also need to listen to colleagues, understand what’s working, identify opportunities to improve and measure the difference their approach is making.

This is central to our Menopause Friendly Accreditation, where an independent panel of experts assesses evidence of an organisation’s approach and its impact, not simply the existence of policies or initiatives.

A timely reminder as menopause action plans develop

The research also comes at an important time for UK employers.

Under the Employment Rights Act 2025, employers with 250 or more employees can voluntarily publish equality action plans including menopause support and the gender pay gap from April 2026. Publication is expected to become mandatory from spring 2027, subject to secondary legislation.

This creates an important opportunity to bring menopause support into organisational planning and accountability.

But an action plan is a starting point, not the end goal.

The real opportunity is to use that plan to understand employees’ experiences, identify meaningful actions and review whether those actions are making a positive difference.

As we’ve seen through our work with organisations across different sectors and countries, creating lasting cultural change takes ongoing commitment, listening and learning.

Making menopause support part of everyday working life

The Global 50/50 findings are encouraging because they show more organisations are recognising menopause as an important workplace issue.

They also remind us that there is still much to do.

Our mission at Menopause Friendly is to help create workplaces where everyone experiencing menopause feels understood, supported and able to thrive.

That means moving beyond awareness and good intentions to meaningful action and measurable impact.

Whether an organisation is just beginning its journey or has been supporting colleagues for years, the questions are the same.

Do people know what support is available? Can they access it when they need it? Are their experiences being heard? And, most importantly, is the organisation making a difference?

Because ultimately, being menopause friendly isn’t simply about what an organisation says it does. It’s about the difference people experience at work.

We congratulate Global 50/50 on this valuable research and welcome the opportunity to contribute to a conversation that can help more organisations turn commitment into meaningful change.

Read the full research: Working through it? Menopause in the workplace – Global 50/50