Menopause in the Workplace - Written by Vicky Mose
The conversation around menopause is evolving, from awareness to action. For fitness and wellness professionals, this is not just a health issue, it’s a leadership opportunity.
Why the Industry Must Step Up
Fitness facilities, education providers, and awarding organisations are in a unique position to lead on women’s health. Yet, leadership starts internally. Until recently, the Equality and Human Rights Commission (EHRC) only offered guidance on workplace menopause support. Now, the risk of breaching the Equality Act through inaction, such as penalising menopause related absence, can lead to claims of disability discrimination.
Legal Changes Ahead
The upcoming Workplace Rights (Menopause) Bill, set to pass in 2026, will raise the bar. Key obligations will include:
Annual menopause action plans for companies with 250+ staff
Reasonable adjustments and staff training
Reporting through existing gender pay gap frameworks
The message from policymakers is clear: menopause support is no longer optional.
The £1.5 Billion Oversight
According to the NHS Confederation, menopause-related absence costs the UK economy £1.5 billion annually. Businesses lose skilled staff, productivity dips, and recruitment costs soar, estimated at £30,000 per replacement. Meanwhile, 1 in 10 women leave their jobs due to unmanaged symptoms.
The solution? Support programmes typically cost between £5,000 and £10,000 per year, an investment with immense cultural and operational return.
Women Are the Workforce
Women aged 40–55 are a driving force in fitness, education and management roles. They also represent a key customer and learner base in the wellness industry:
80% of menopausal individuals are in work
87% want more support from their employer (CIPD)
23% have considered leaving due to lack of support
99% say symptoms have affected their careers
This isn’t a niche issue, it’s a widespread, preventable talent loss.
Why Action Is Non-Negotiable
The fitness and wellness sectors exist to promote wellbeing. If we fail to care for our own people, we compromise the very values we stand for. Supporting menopause in the workplace means:
Retaining experienced staff
Reducing absenteeism and turnover costs
Enhancing morale and motivation
Meeting legal and ethical standards
How We Help
Imagine How, in partnership with Pocket Rocket Academy, supports organisations by embedding menopause awareness into everyday culture, not just ticking boxes. Services include:
Tailored, evidence-based staff training
Guidance on creating menopause action plans
Support with workplace adjustments
Preparation for upcoming audits
Together, we imagine a future where 0% of employees leave due to menopause, not because they endured it, but because they were empowered to thrive.
The Real Question Is Not:
“Should we support menopause in the workplace?”
It’s:
“Can we afford not to?”
For further information on Pocket Rocket Academy workshops contact us
