Home » Employee Wellbeing » How to launch high-impact menopause support in your workplace

Kathy Abernethy

Director of Menopause Services, Peppy

In the shadow of a challenging winter ahead, employers must take action to support their greatest asset – their people. At the top of the agenda for many businesses is menopause support.

Kathy Abernethy, Director of Menopause Services at Peppy and past Chair of the British Menopause Society, shares her expert tips on how businesses can tackle menopause in the workplace.

According to recent research by REBA and AXA Health, workplace support for gender health issues, such as menopause, could be ‘almost universal by 2024.’ The same research shows that the number of companies offering menopause support has more than doubled since 2020.

World Menopause Day – 18th October – is fast approaching. If your business is one of the many considering how to launch high-impact menopause support for your workforce, now is the time to take action.

Understand the cultural and commercial impact

Menopause has wider implications on businesses beyond the individual going through it and their closest colleagues. Symptoms can be so severe that they may result in long-term sickness, low morale and even employees quitting altogether — all of which can affect a company’s bottom line.

One in four women consider leaving their job due to their menopause symptoms, and one in ten actually do. With many women at the peak of their careers when menopause starts, this means businesses risk losing top talent, as well as adding to the gender imbalance we often see at board level. Specialist targeted support can prevent this.

Menopause is fast becoming a ‘must-have’ benefit for businesses serious about equity and inclusion, while maximising their employer brand.

Start an open conversation

Engaging your business leaders is key to enabling meaningful change. Seek out a menopause support provider that can help you build a compelling business case for launching menopause support in your organisation.

Normalising and driving momentum around the menopause conversation means involving men, those who identify as male, non-binary and trans people too. Consider targeted events or communications aimed at engaging them with the topic.

Offer menopause support that is proven to work

Instead of your employees getting inaccurate information via Google, connecting them to trusted information and real, human menopause experts means they can receive personalised, reliable advice — and this trust drives engagement.

Employers should look for services that are clinically proven to work, like Peppy, the healthcare app chosen by top employers. Peppy has been proven to reduce the severity of menopause symptoms by around a quarter over 90 days.

Menopause is fast becoming a ‘must-have’ benefit for businesses serious about diversity, equity and inclusion, while maximising their employer brand. Companies not offering support for what is a natural life stage, run the risk of being left behind. So act now to be a frontrunner in offering menopause solutions.

Ready to launch menopause support in your workplace?

You’ll find all the expert resources and information you need in Peppy’s Menopause Support Toolkit: Visit info.peppyhealth.com/menopause-support-toolkit

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