From Policy to Practice: BSI Menopause Change Work

Why workplace menopause support needs more than good intentions

By Anne Hayes

In recent years, menopause has shifted from a private health issue to a recognised workplace topic. Greater awareness, media coverage and campaigning have helped break long-standing taboos.

Despite this progress, support at work is still uneven. Many women, especially in midlife, rely on informal help or supportive managers. This creates inconsistency. However, more employers are starting to act. They are introducing policies and practical support. For small businesses, this is not just another demand. It is a chance to retain skilled staff, support experienced women and improve productivity.

BSI has developed a menopause standard, Menstruation, Menstrual Health and Menopause in the Workplace (BS 30416). This reflects a growing need for clear, practical guidance. The standard helps organisations turn awareness into action. It is based on input from employers, clinicians, campaigners and people with lived experience. Its aim is to support lasting and meaningful change.

At the same time, BSI’s second Glass Ceiling report highlights why this matters. It found that 29% of women leave work before retirement, not by choice.

Barriers still affect women’s careers, especially in midlife. Menopause does not happen in isolation. It connects with wider issues like gender inequality, workplace culture and leadership gaps. Together, these factors show the need for a consistent and structured approach.

Why a menopause standard is needed

Many employers have introduced menopause policies, awareness sessions and support groups. However, BSI found common challenges:

Policies often lack clear detail
Managers feel unsure how to respond
Support varies between teams
Workplace adjustments are missed
Stigma still prevents open discussion

Menopause symptoms can include hot flushes, poor sleep, anxiety and problems with memory or focus. Without proper support, women may reduce hours, step back from promotions or leave work altogether.

Research shows that 74% of UK women believe employers should offer menopause support. Around 76% want more flexibility. Yet only 4% are aware of formal policies at work. This gap leads to a loss of talent and experience for employers.

A standard helps solve this problem. It defines what good support looks like. It provides clear guidance and a structured approach. It also shifts menopause from an optional wellbeing issue to a core workplace responsibility.

This is especially important in sectors with many midlife women. Without proper systems, organisations risk reinforcing inequality.

Menopause and equality

BSI’s research shows that inequality is not always obvious. It often comes from systems and culture that build up over time. While early-career gender balance has improved, gaps remain at senior levels.

Midlife is a key stage. Women in their 40s and 50s often have strong skills and leadership potential. But this period can also bring added pressures, such as caring responsibilities and health changes.

Menopause can increase these challenges. For example, sleep problems or brain fog may affect confidence or performance. In high-pressure workplaces, this may be misunderstood. Managers might see it as disengagement rather than a health issue.

When employees feel unsupported, they are more likely to leave. This creates a loss of valuable talent.

Menopause should not be seen as a niche issue. It is part of the wider equality, diversity and inclusion (EDI) agenda. It needs the same level of attention as other workplace barriers.

What effective support looks like

BSI’s menopause standard focuses on practical steps that organisations can apply:

1. Leadership commitment

Senior leaders must show clear support. This includes linking menopause to EDI strategies and setting accountability.

2. Manager training

Managers need the confidence to have sensitive conversations. Training should include awareness, adjustments and inclusive leadership skills.

3. Flexible working

Flexible hours, hybrid work or temporary changes can help manage symptoms. This support should not limit career progression.

4. Workplace adjustments

Simple changes can make a big difference. These include better temperature control or access to rest areas. In some sectors, uniforms or protective equipment may also need review.

5. Access to health support

Employees should be guided to reliable medical or occupational health advice.

6. Data and feedback

Tracking retention, engagement and progression helps organisations improve support.

7. Open culture

Reducing stigma is key. Clear communication and visible role models help normalise conversations.

Support should also be flexible. Menopause affects people differently, so a one-size approach will not work.

A strategic priority

Menopause is not a minor issue. It affects a large part of the workforce. Employers who address it can retain talent, strengthen leadership and improve equality.

Organisations such as M&S and Virgin Media are already using the menopause standard, along with many smaller businesses. BSI’s work shows that a structured approach leads to better outcomes. These include improved retention, reduced stigma, stronger leadership and better wellbeing.

Challenges remain, and menopause alone will not solve all inequalities. But ignoring it will make them worse.

By taking a structured approach and linking menopause to wider equality goals, employers can move from good intentions to real impact. For business leaders, this is not just progress. It is essential.

About the author

Anne Hayes is a leader in workplace standards, helping organisations turn policy into meaningful, practical change for employees. BSI develops trusted standards that improve quality, safety, and wellbeing across industries worldwide. The organisation supports businesses with embedding best practice, including inclusive approaches to workplace health and equality.