CIPD report summary: Menopause in the Workplace

Based on a survey of over 2,000 women, the 2023 CIPD report analyses the impact of menopause symptoms on work life, the level of workplace support, and the broader implications for career progression and talent retention.

We've summarised the key findings below, or you can read the full 26-page report here:

CIPD-2023-menopause-report.pdf

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Prevalence of symptoms

• 73% of respondents have experienced menopause symptoms, with 67% reporting a negative impact on their work.

• The most common symptoms include psychological issues (67%), hot flushes (66%), sleep disturbances (66%), and muscle/joint pain (64%).

• Those with a disability or long-term health condition are more affected at work.

Impact on work performance

• 79% of those negatively affected report reduced concentration, 68% experience higher stress levels, and nearly half (49%) feel less patient with colleagues.

• Over half (53%) have had to take time off work due to symptoms, but many did not disclose the reason to their employer.

Support in the workplace

• Only 24% of workplaces have a menopause policy, and 43% do not offer any support.

• Employees feel most supported by colleagues (50%), followed by managers (37%) and employers (34%).

• Access to flexible working (48%) and temperature control (46%) are seen as the most helpful accommodations.

Career progression & retention issues

• 27% say menopause has negatively affected their career, with one in six (17%) considering leaving work due to a lack of support - and a further 6% having actually left.

• 9% report that menopause symptoms have led to disciplinary action, and 12% feel they are discriminated against at work.

The Second Spring Leaders view

Menopause symptoms, left unsupported, create a high-stress work environment which impacts employee wellbeing, productivity and retention. Proactive managerial and organisational support can alleviate this stress, improving workplace culture and long-term employee engagement.

Employers therefore need to foster open workplace conversations about menopause. If they haven’t already, clear policies and practical support measures need to be implemented. These should include training for managers to recognise and address menopause-related challenges, as well as promoting flexible working arrangements, and ensuring fairness in absence and performance management policies.