Women face social and financial challenges when they leave work early due to menopause. They deal with not only the physical symptoms but also the drop in finances, loss of social connections and the certain stigma which still pervades society today.

Addressing these challenges requires a combination of workplace awareness, financial planning and supportive policies to ensure that women can navigate menopause without sacrificing their long-term wellbeing.

In the UK we’re living for longer and we’re working for longer, yet research tells us that 1 in 10 menopausal women leave work during their menopause. We also know that 1 in 4 seriously consider leaving work, feeling they have no option but to dial down their work or go part time, sacrificing their career in the process. Once viewed in this way, with the impact such changes can have on family life and future financial security, these are not just statistics anymore – they are people’s everyday reality.

Impact on family and finances

When making the decision to leave some might think they can get by without their income at home. It may well mean dipping into savings or they might start drawing down on their pensions earlier than they planned. But the big question is what the long-term consequences are – how will leaving work early threaten a comfortable, well-earned and happy retirement?

Also, we must remember, careers give women so much more than just money:  enjoying work fulfilment and a sense of self, as well as social engagement.

Having left, many women struggle to re-enter the workforce – with common menopause symptoms such as loss of confidence, fatigue, anxiety and ‘brain fog’ making it doubly hard for people to take the step back into work. This needs to change, both for these individuals and also for organisations needing to fill their talent gaps.

Menopause returner plan

Employers are far more aware now of the need to be menopause friendly and many have put plans and reasonable adjustments in place to support their colleagues.

With this changed landscape comes an opportunity not just to retain talent but to re-introduce people who want to re-enter the workforce, secure in the knowledge they will be welcomed with accommodations and support in place.

A returner programme for menopausal people is a powerful proposition that supports individuals re-entering the workforce after a career break, while addressing the specific challenges faced during the menopause transition. Menopause can bring various physical, emotional and cognitive changes, factors which need careful consideration in the design of such a programme. A successful returner programme has the potential to benefit both employees and employers in the following ways.

For employees

• Preparing for new a job: support with writing a CV, refreshing interview skills and being introduced to appropriate potential employers can be reassuring.
• Flexible Working and Accommodations: remote working, part-time hours and phased re-entry into the workforce would make it easier for women to balance career and health concerns.
• Access to Training and Re-skilling: including access to professional training, allows women to update their skills and boost confidence.
• Health and Wellness Support: signposting to healthcare resources, wellness initiatives and peer support networks will help menopausal women to thrive.

For employers

• Tapping into new talent: menopausal returners are likely to bring leadership and people skills. Added to which, their own lived experience of menopause can enrich a menopause friendly programme and network
• Increasing diversity: women returning to work after a menopause-induced career break will enhance workplace diversity and help bridge gender and skills gaps.
• Gaining loyalty and maturity: being given the opportunity to return to work will engender loyalty from the returner while their experience and maturity can help guide and steer younger colleagues
• Shaping the future: seeing older women in the workplace sends a powerful and positive message to colleagues, stakeholders and customers that your workplace is diverse, welcoming and fit for the future.

Help returners to thrive

Menopause friendly employers already know how to nurture their existing talent and support women to stay in work. Which makes them perfectly placed to welcome women back from a career break.

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