Menopause is increasingly becoming an HR issue, not just a health issue.
The National Menopause Foundation (NMF) has launched a free Menopause Workplace Benchmark Tool designed to help organizations assess how effectively they support employees experiencing menopause and identify areas for improvement.
The new resource arrives as employers face growing pressure to address workplace well-being, retention, and inclusion challenges affecting millions of women in the workforce.
Based on findings from NMF’s Menopause-Friendly Workplace Assessment Survey of more than 200 women employers and employees, the tool highlights a workplace environment that is becoming more aware of menopause-related challenges but remains far from fully prepared to address them.
Moving From Awareness to Action
While conversations around menopause in the workplace have gained momentum in recent years, many organizations are still struggling to translate awareness into meaningful workplace policies and support systems.
The NMF’s benchmark tool is designed to bridge that gap.
The assessment provides employers with a self-evaluation framework totaling 200 points, allowing organizations to measure their readiness and progress toward becoming a menopause-friendly workplace. More importantly, it offers practical guidance on how businesses can better support employees throughout the menopause transition.
According to Claire Gill, Founder and President of the National Menopause Foundation, the goal is to help organizations move beyond discussion and toward implementation.
As competition for experienced talent intensifies, menopause support is increasingly being viewed as a workforce strategy rather than simply a health initiative.
A Workforce Issue Affecting Millions
The business case for action is significant.
According to U.S. labor force data cited by NMF, more than 69 million women aged 35 and older were active participants in the civilian workforce as of August 2025. Many of these employees are either approaching or experiencing perimenopause and menopause during peak career years.
Research referenced by the foundation underscores the impact on workplace performance and retention.
Nearly 47% of women report that menopause-related symptoms disrupt their work, while 13% say they have left a job because of those challenges. An additional 15% have considered doing so.
For employers already facing talent shortages and retention concerns, those numbers represent a potentially significant business risk.
The issue is particularly relevant for organizations focused on retaining experienced leaders, managers, and specialized professionals who often occupy critical roles during mid-career stages.
What the Benchmark Measures
The Menopause Workplace Benchmark Tool evaluates organizations across five key areas:
- Policy and Governance
- Workplace Environment and Accommodations
- Health Benefits and Support Services
- Culture, Communication, and Education
- Measurement and Accountability
The framework reflects a growing understanding that menopause support cannot be solved through benefits alone.
Instead, organizations are increasingly being encouraged to adopt a comprehensive approach that combines workplace flexibility, manager education, health resources, inclusive policies, and ongoing measurement of outcomes.
This mirrors broader trends in employee well-being, where employers are moving beyond one-size-fits-all benefits toward more targeted support for specific workforce populations.
Why Menopause Support Is Becoming an HR Priority
Menopause has historically been overlooked in workplace policies despite its impact on productivity, engagement, and employee retention.
That is beginning to change.
Across the UK, Australia, and parts of Europe, menopause workplace initiatives have become increasingly common, with employers introducing manager training, workplace accommodations, dedicated health benefits, and employee resource groups.
The trend is now gaining traction in the United States as organizations look for new ways to strengthen employee experience and maintain workforce participation among experienced talent.
Supporters argue that menopause-friendly workplaces can generate measurable business benefits, including improved retention, reduced absenteeism, stronger employer branding, and higher employee engagement.
As organizations continue to prioritize diversity, equity, inclusion, and well-being initiatives, menopause support is emerging as a natural extension of broader workforce strategies.
The Bigger Picture
The launch of NMF’s benchmark tool reflects a larger shift in how employers think about workforce health and inclusion.
Rather than treating menopause as a personal issue employees must manage independently, organizations are increasingly recognizing it as a workplace experience that can influence performance, career progression, and retention.
For HR leaders, the challenge is no longer whether menopause should be part of workplace conversations. The focus is increasingly turning to what meaningful support looks like and how organizations can implement it effectively.
As labor market competition continues and experienced talent becomes harder to replace, menopause-friendly workplace policies may evolve from a progressive benefit into a business necessity
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