Women’s health is finally getting the attention it deserves in the workplace and Occupational Health (OH) professionals are perfectly placed to lead the way. From menopause and menstruation to fertility challenges, pregnancy loss and long-term health risks, these issues are no longer side conversations. They are front and centre of the workplace wellbeing agenda.
This was the focus of a recent webinar hosted by the Society of Occupational Medicine (SOM), where Emma Persand, Chair of the SOM Women’s Health at Work Network, led a conversation with Deborah Garlick, CEO of Henpicked: Menopause in the Workplace and Menopause Friendly on the crucial role Occupational Health plays in addressing menopause and wider women’s health at work.
As the evidence grows and new legislation looms, the role of OH is more critical than ever. Supporting women’s health is not just a matter of fairness, it’s a business-critical issue that affects performance, retention and legal compliance. And the time to act is now.
Women’s health: a growing workplace priority
Workplaces have long overlooked how deeply women’s reproductive health intersects with work. Yet new research from the CIPD and SOM reinforces what many have known for years: issues such as menopause, menstrual health, fertility and pregnancy loss can all significantly affect attendance, performance and career progression. These aren’t ‘personal problems’ to be left at the office door, they’re fundamental to how women experience work.
Add to that the reality of an ageing workforce, rising expectations around workplace wellbeing, and the long-term health implications of hormone-related conditions such as osteoporosis and the message is clear: we can’t afford to treat women’s health as optional. It’s a core business issue and Occupational Health has a central role to play.
From taboo to action: the evolution of menopause at work
Just a decade ago, most organisations didn’t even mention menopause. Today, hundreds are actively embedding policies, guidance and manager training. This shift has been accelerated by growing media attention, new standards such as BS 30416 – Menstruation, Menstrual Health and Menopause in the Workplace, and a groundswell of employee voices calling for change.
At the SOM webinar, it was noted that none of this progress would have happened without the perseverance and advocacy of individuals — often from Occupational Health — who recognised early on that menopause isn’t just a medical matter. It’s about safety, productivity and employee wellbeing.
And importantly, workplaces that engage their OH teams are seeing measurable benefits: more inclusive culture, lower sickness absence, better engagement and stronger retention of experienced colleagues.
Why menopause and menstruation are squarely OH matters
The physiological, psychological and cognitive symptoms of menopause are varied and often misunderstood. Fatigue, anxiety, brain fog, musculoskeletal pain and sleep disruption are common but not always recognised.
OH professionals are often the first point of confidential contact for employees, making their role critical in spotting underlying causes, including menopause. The webinar highlighted that many employees don’t present with “menopause” — they come with vague or overlapping symptoms, stress or unexplained performance dips. Which is why OH must be prepared to join the dots.
Working conditions also matter. Poor ventilation, heat, high-stress roles, PPE and unsupportive cultures can all worsen symptoms. OH teams are essential in recommending environmental adjustments and reasonable accommodations to help individuals stay well and in work.
The legal landscape: why OH must be aware
Under the Equality Act 2010, menopausal symptoms can be considered a disability if they cause a substantial, long-term impact on someone’s life. Claims of sex, age and even disability discrimination related to menopause are increasing, often due to a lack of understanding or poor line management.
Add to that the employer’s obligations under the Health and Safety at Work Act 1974 to manage risks such as fatigue, dehydration or heat stress, all of which can be exacerbated by menopause and the legal case becomes undeniable.
And with the recently passed Employment Rights Bill set to make Menopause Action Plans mandatory for employers with over 250 staff, OH professionals will be instrumental in shaping, delivering and evidencing this support.
How OH can make a difference — today
One of the strongest messages to come out of the SOM discussion was this: Occupational Health doesn’t need to wait to be told. The best organisations are already acting and OH is at the heart of what’s working.
It starts with awareness — upskilling on menopause, menstruation and reproductive health, and staying informed on legal responsibilities. But it doesn’t stop there. OH should be reviewing sickness absence and return-to-work processes with menopause in mind. They should be advising on inclusive workplace adjustments. They should be facilitating culturally relevant signposting and enabling conversations that reduce stigma.
Real impact happens when OH professionals work hand-in-hand with HR, senior leaders and employee networks, not just reacting to referrals, but helping shape proactive, person-centred wellbeing strategies.
Learning from best practice
During the webinar, examples were shared from across sectors — from universities and police forces to global manufacturing firms — where Occupational Health professionals had led the change.
In one case, an OH lead co-authored the menopause policy, supported line managers and created clear signposting pathways. In another, OH spearheaded a menopause champions programme, complete with peer support and inclusive risk assessments. In schools, OH has helped implement innovative adjustments, from ‘emergency exit’ systems for flooding incidents to dedicated recovery spaces for those experiencing symptoms at work.
These weren’t large-scale, costly interventions. They were achievable, thoughtful actions, underpinned by the right knowledge, the right intent and the right partnerships.
The takeaway: be ready, be proactive
The final message from the session was simple and powerful:
Occupational Health is not a passive player in this story. It is a leading voice in shaping the future of inclusive, healthy, high-performing workplaces.
Menopause and women’s health are not niche issues. They are core to retention, wellbeing, legal compliance and culture. OH professionals have a responsibility and a huge opportunity to be part of the solution.
