Menopause at Work: Why the UK’s Bold Policy Change Matters to Canadian Women—and What We Can Do Right Now

You spend countless hours at work—leading meetings, solving problems, nurturing teams. Then menopause arrives. Brain fog strikes mid-sentence. Sleep disappears. Anxiety lights up the day. But here’s the truth: your struggle isn’t personal—it’s systemic.

This spring, the UK made a historic move: large employers (250+ staff) must now implement Menopause Action Plans, offering support through flexible hours, rest breaks, and symptom accommodations. Why is this policy a big deal? Because it’s a win for women’s health, dignity, and mental well-being. Let’s explore how—and why—it matters for us here in Canada.

What’s Happening in the UK—and Why It Matters

The UK government recently introduced a mandate requiring companies with more than 250 employees to create formal Menopause Action Plans by 2027. These plans are designed to support menopausal women with practical workplace changes and emotional validation. The research and logic fuelling these accommodations include: 

• 1 in 10 women leave their jobs due to menopausal symptoms, costing the economy over £1.5 billion annually in lost productivity

• The UK Equality & Human Rights Commission is urging employers to make “reasonable adjustments” under disability protections when symptoms significantly impair daily activities—essentially recognizing menopause as a workplace health concern

• Many employers are already innovating: flexible hours, quiet spaces, “meno-ambassadors,” and HRT advice hubs are gaining traction

Canada — A Slow Train on Menopause

Here in Canada—unlike the UK—there is no national policy or mandate for menopause workplace support. Canadian women often navigate this major life stage alone, without legal protections or formal guidance.

While organizations in Europe are formally acknowledging menopause as a workplace issue, Canadian women deserve more than empathy—they deserve systemic support. Canadian women currently experience: 

• Women spend more waking hours at work than anywhere else. Symptoms like brain fog, insomnia, anxiety, and hot flashes don’t just live in bathrooms—they seep into boardrooms, commute times, and commute home again. 

• Without workplace support, women face emotional strain, burnout, and lost leadership potential. A 2023 report by the Menopause Foundation of Canada, sponsored by Sun Life, revealed that unmanaged menopause symptoms cost the Canadian economy a staggering $3.5 billion annually—proof that when support is missing, everyone pays the price.

• Therapy helps—but broader workplace solutions can offer relief before the emotional burnout even begins. That’s why awareness, advocacy, and change are essential.

What Canadian Employers & Women Leaders Can Do Now

For Employers:

• Start the conversation. Create open spaces—forums, workshops, anonymous surveys—for women to discuss menopause without shame.
• Adopt informal plans. No policy? No problem. Pilot “Menopause-Informed” perks: extended breaks, cooling devices, flexible start times, remote work days.
• Educate your teams. Offer workshops led by menopause experts, therapists, or occupational health professionals.
• Champion human-first leadership. Women managers can lead by example—raise awareness, normalize conversations, and dismantle stigma.

For Women Experiencing Menopause:

• You are not broken—you’re not alone. These changes are valid and profound.
• The more you know. Fortunately, there are many incredible women who are spreading the reserach and facts about this important time. Read, listen, chat--learn about this time and how your body and mind are adjusting to these transitions. 
• Self-advocate. Request accommodations. Connect with allies. Start sharing your experience—for your health and for those who will follow.

Feeling overwhelmed at work because of menopause? You don’t have to navigate this alone. At Women's Therapy Centre, we specialize in supporting professional women navigating hormonal shifts, workplace stress, and emotional upheaval. Whether you need coping strategies, energy-management tools, or just a safe space to be heard—we’re here.