15 October 2026: With six months to go until it becomes mandatory for large businesses to publish Menopause Action Plans, almost half (49%) of women experiencing menstrual or menopausal health challenges say their employer provides no relevant support, according to BSI research.
Menstrual and menopausal health challenges contribute to an average of 9.2 lost working days per employee each year in the UK, costing employers around £190 per affected employee and an estimated £0.3 billion across the wider economy, the analysis by the Centre for Economic and Business Research (CEBR) and BSI has found.
The study found that better workplace support could improve employee wellbeing, boost productivity and unlock significant economic value for organizations and the UK economy.
The findings come as the Government seeks to strengthen workplace support through new Employer Action Plans. Large businesses are being encouraged to voluntarily publish these alongside their gender pay gap reports, ahead of mandatory reporting expected from spring 2027. Crucially, the plans include measures to support employees experiencing menopause.
Reflecting a persistent workplace support gap, many employees experiencing menopause, perimenopause or menstrual health-related challenges lack confidence that help will be available when needed. Almost half (49%) of respondents reported that their employer provides no support for employees experiencing menopause or menstrual health challenges. Only 38% say they are confident their employer would support them in finding solutions, while just 10% would feel comfortable raising concerns with a male line manager and fewer than one in five (19%) would feel completely confident discussing the issue with HR.
BSI’s The Value of Creating a Culture of Trust research, based on a survey of 4,066 people, including 826 experiencing menstrual or menopausal health challenges, found that workplace adjustments were the most commonly cited form of support (39%), while fewer than a quarter (24%) of respondents said managerial support was available. As a result, many women continue to manage symptoms with limited workplace assistance, affecting both wellbeing and productivity. While 86% of respondents continued working while experiencing menopause or menstrual health-related symptoms, four in five said routine tasks took longer to complete.
The report found that lack of support is contributing to women dropping out of the workplace, as almost one in five (18%) said the impact had contributed to them leaving a job or taking an extended period away from work. Nearly two-thirds (64%) said menopause or menstrual health challenges had affected their motivation at work, half said their confidence in their ability to do their job had been undermined, and 30% reported a negative impact on their career progression.
Anne Hayes, Director of Sectors at BSI, said: "Menstrual and menopausal health challenges are a reality for millions of people across the UK, yet our research shows that many continue to navigate them with little or no workplace support, which is bad for them and also bad for the businesses they work for.
With six months until Menopause Action Plans are expected to become law, the business case for action is clear. Relatively simple measures, from better manager training and greater flexibility to fostering more open conversations, can help improve wellbeing, productivity and employee retention. Creating environments where people feel trusted and supported benefits both individuals and organizations."
The Government’s Women’s Employment Ambassador, Mariella Frostrup, said:
“Women shouldn’t have to choose between their career and their health. We’re determined to see more employers step up and support women experiencing menopause and menstrual health conditions in the workplace.
It’s not simply the right thing to do, it’s imperative for our economy, as it helps employers retain experienced talent, boost productivity and strengthen our economy. Menopause Action Plans are helping to build the modern supportive workplaces that we all need in order to do our best work.
Supporting women at every stage of their careers makes a better working environment for all and as the Women’s Employment Ambassador I encourage employers to act now to ensure they make the most of their female workers and the benefits they bring to the entire workforce.”
The report explores how workplace cultures influence employee wellbeing and business performance suggests that relatively low-cost interventions can help improve employee experience while delivering measurable business benefits, for example:
- Build a supportive physical environment where employees can manage symptoms with dignity through to appropriate facilities and comfortable working conditions
- Create an open, stigma-free culture where menstrual and menopausal health is handled respectfully and without embarrassment or judgement
- Ensure managers are informed and confident to understand symptoms (e.g. fatigue, pain) and feel equipped to respond consistently and supportively
- Offer early, flexible support, such as adjustments (e.g. workload changes) to prevent issues escalating into absence or reduced performance
The recommendations are informed by newly published (September 2026) BS ISO 45010, Menstruation, menstrual health and menopause in the workplace, which provides guidance for developing workplace policies and practices that support employees experiencing menstruation, menstrual health conditions and menopause.
Sustained impact on women in the workplace
BSI’s 2025 Lifting the Second Glass Ceiling research found that one in five women globally (21%) anticipated ending their careers early. Crucially, these departures were not always driven by personal choice, with cited barriers including physical health (cited by 27%) and menopause (21%). Despite this, the majority of respondents said they had never heard their employer talk about common issues affecting women, including menstruation (56%), while only 28% said they would be comfortable discussing menopause with a male line manager.
