Think you’ve heard all the statistics on menopause at work? Think again. Think evidence-based!
We’re in our tenth year of supporting employers to create menopause friendly workplaces. And from the very beginning, we’ve been committed to doing this the right way – with trusted, evidence-based insight that makes a measurable difference for people and organisations.
That’s why we were proud to reveal the findings of a major new review of the research on menopause in the workplace. Led by Professor Jo Brewis of The Open University – the same expert who was lead-author on the landmark Government Equalities Office report in 2017 – this review brings the evidence bang up to date.
How far we have come
The 2017 Government Equalities Office report was a game-changer for menopause in the workplace. It brought together 104 credible sources covering over 25 years of research and helped put menopause firmly on the workplace agenda. Many credit that report with triggering the shift that’s seen menopause go from a hidden issue to a mainstream conversation for employers across the UK and beyond.
But things have moved on. Fast.
Our latest review, led by Professor Brewis and commissioned by Henpicked: Menopause in the Workplace, looks at research published between 2017 and early 2025. It covers over 130 new sources, from peer-reviewed academic studies to carefully selected grey literature such as government reports, trade union studies and industry-leading publications like BS 30416:2023 on menstruation and menopause in the workplace.
That tells us two things. First, knowledge in this space is growing rapidly: from 104 pieces of evidence published between 1990 and 2016 to more than 130 between 2017 and 2025. Second, it’s never been more important to separate the facts from the noise.
Why evidence-based matters
As our founder Deborah Garlick put it during the session, “Bad data doesn’t just confuse the conversation. It could increase discrimination.”
Take, for example, a claim that over 90% of women say menopause seriously affects their performance at work. It sounds dramatic, it is. And shocking. But it simply doesn’t stack up when you look at the facts.
As Jo explained, “That number comes from a survey with an unrepresentative sample. It wouldn’t stand up to academic scrutiny and it doesn’t reflect reality.”
The truth is, menopause affects everyone differently. Around three in four people experience symptoms. Around one in four of those experience serious symptoms that may significantly impact them. And importantly, some sail through with little or no noticeable impact at all.
Headlines claiming “900,000 women leave the workforce due to menopause” are misleading – those figures don’t stand up to scrutiny. Relying on accurate, thoroughly reviewed data prevents harmful myths from spreading, reduces stigma and ensures organisations take informed, inclusive action.
Exaggerated statistics don’t help anyone. In fact, as Deborah shared, they can do real harm by fuelling the outdated narrative that menopausal women are somehow less capable.
This is the concern raised by Baroness Fox in the House of Lords during discussions about the Employment Rights Bill. And as Deborah said, “She had a point. If we rely on misleading or exaggerated statistics, we risk portraying menopausal women as weak or unable to cope – when in fact, Deborah believes menopausal women are awesome.”
We couldn’t agree more.
Menopause support done well in the workplace isn’t about scaremongering or making people feel less than. It’s about giving people the understanding, flexibility and support they deserve so they can thrive at work.
Evidence based best practice in action
At Menopause Friendly, we’ve been evidence based from the start, and continually review evidence and best practice. So we don’t just set the bar, we keep raising it.
Our Menopause Friendly Membership and Accreditation is the only globally recognised, independently assessed recognition of its kind. It’s assessed by an independent panel of experts and trusted by more than 600 employers, 160 organisations that have achieved Accreditation, with 10 already going on to be reaccredited as they continue to embed and strengthen their culture of support.
But this isn’t about ticking boxes. It’s about real people, real workplaces and real cultural change.
Our colleague Sally Bromley brings that to life every day. Working with employers across industries, she hears directly from individuals and sees first-hand what makes the difference.
As Sally explained during the session, “Everyone’s menopause experience is unique. And so is every organisation. But what’s consistent is how powerful it is when people feel supported.”
From our workplace sessions and surveys, we’ve gathered over 10,000 lived experience comments, the largest dataset of its kind. It gives us a unique understanding of what actually works in practice and how to help organisations create meaningful, sustainable change.
And as Sally sees time and again, this isn’t just about formal policies or guidance documents. It’s about creating a culture where people feel comfortable to have the conversation, access support and know they are valued.
Why choose evidence-based Menopause Friendly membership and accreditation?
We know that creating a menopause friendly workplace takes more than a policy or a few posters. It takes expertise, insight and practical steps grounded in evidence and action.
That’s what we do best.
As the only evidence-based membership that leads to independent accreditation, Menopause Friendly gives you what you need to succeed – trusted resources, expert guidance, real-world insight and a proven roadmap for creating a menopause friendly culture.
It’s how we make it easier for you to avoid the guesswork and focus on what really works.
Trusted. Evidence-based. Proven.
