Stronger menopause support at work can help boost trust, retention and wellbeing

As World Menopause Day approaches, Aviva’s new Menopause Report provides evidence-based insights into women's experiences of menopause and the role of employers in supporting them. The report highlights the benefits of strengthening support for employees experiencing menopause at a time when the policy landscape is evolving.

Around nine million women are aged 35–64 in the UK and may currently be balancing menopause alongside work and home life.^[1]

While over half (57%) of women say they manage symptoms well or experience little impact on their daily life, Aviva’s research shows that many, particularly those in perimenopause, continue to face challenges that affect their working lives.

Around half (47%) of perimenopausal women say their symptoms have affected their ability to work, while nearly three-quarters (73%) report an impact on their mental health.

More than a third (37%) say they are concerned that perimenopause could lead them to consider giving up work earlier than planned. Moreover, one in ten perimenopausal women and almost one in six (17%) post-menopausal women have changed roles or jobs because of menopause.

Under the proposed Employment Rights Act 2025, larger employers (250+ employees) are encouraged to consider structured menopause support, including awareness initiatives and workplace adjustments. Although these measures are not mandatory, the guidance offers a useful framework for employers of all sizes aiming to create a more inclusive and supportive workplace.

Aviva’s research evidences a clear appetite for this support, with many women viewing employers as important stakeholders in helping them navigate menopause and maintain their wellbeing at work. Across all stages of menopause, 64% of women believe employers have a positive role to play in educating employees about menopause and women's health.

Three quarters (75%) of perimenopausal women say they are more likely to trust an employer that openly provides support and information relating to women's health and menopause, while two-thirds (67%) say they would be more likely to choose an employer that offers this support. Three quarters (75%) would welcome additional support.

When asked what would help most at work, respondents identified:

• Flexible working arrangements
• An open culture around health topics
• Access to medical advice or support
• Health and wellbeing resources
• Clear menopause policies
  

Reassuringly, the findings show that, with the right workplace culture and support, menopause can be a positive life transition for many women. Around a third (30%) of perimenopausal women say menopause unlocked a new sense of personal power.

More than two-thirds (69%) felt less alone after discovering others shared similar experiences, highlighting the important role that social connection, a sense of belonging and supportive workplace cultures can play during menopause.

The findings also suggest that preparation and support can make a difference. Almost two-thirds of women said they felt unprepared for perimenopause. However, many reported feeling more positive once they understood what was happening and had access to information, guidance and support.

Dr Subashini M, Medical Director, Aviva UK Health, said: "Encouragingly, our research shows that menopause is not solely defined by challenge or difficulties. Many women describe greater confidence, resilience and a stronger sense of self during this stage of life.

“Employers can help make a difference by creating workplace cultures where women feel supported, included and able to talk openly about their experiences. Feeling connected to others can help reduce isolation, improve wellbeing and create a stronger sense of belonging at work.

"It’s also important be able to easily access trusted information, workplace benefits and specialist support when it’s needed.

“Supporting employees through menopause is not only beneficial for individual wellbeing, but can also help employers build trust, strengthen inclusion and create workplace cultures where women feel valued and able to thrive."

Following the successful introduction of menopause support for employees covered through its corporate private healthcare schemes, Aviva has recently extended this support to customers covered through individual and SME private medical insurance policies.

The added-value service is available to new and existing customers who have registered for Aviva Digital GP.  Aviva Digital GP is provided by Square Health. This service is a non-contractual benefit Aviva could change or withdraw at any time.

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Methodology:

_{Research commissioned by Aviva and conducted by Truth Consulting in October 2025 based on a nationally representative survey of 2,436 women* aged 35–64 in the UK, balanced by age, income, region and working status, plus a deep-dive study of 2,000 women across three menopause life stages, and 400 partners of women going through the transition.}

_{*Due to the physiological nature of this research, references to ‘women’ or ‘females’ include anyone assigned female at birth who experiences women's health issues, such as periods, pregnancy, and menopause.}

References:

_{^1. Estimate based on ONS mid-year population data for women aged 35–64 [↑]}

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