October’s World Menopause Month and World Menopause Day on October 18 work well to bring menopause friendly workplaces back to the top of the agenda. However, a burst of activity this month is little more than a tick-box exercise: to be truly menopause friendly, employers must change their workplace culture and recognise that impact, not intent, matters most all year round.
Inspiration to make lasting change can be found in the new Menopause Friendly Playbook which draws on anonymised data from more than 165 Menopause Friendly Accredited organisations that have demonstrated a sustained and structured approach to supporting menopause in the workplace. Including evidence-based insight from proven strategies that truly make a difference, this rich resource shares a broad and inclusive picture of best practice in action. Drawn from large and small organisations across both the private and public sectors, it reflects how hundreds of leaders, champions and colleagues are transforming organisational culture and provides a roadmap for others to follow.
To mark World Menopause Day – October 18, 2025 – Menopause Friendly is sharing seven of the most highly effective strategies from the Menopause Friendly Playbook:
Empower menopause champions and peer networks
One of the most powerful ways to bring menopause support to life is through a network of champions. This peer-to-peer approach makes support personal and visible. Champions run drop-ins, hold awareness sessions and act as local signposts, helping colleagues feel seen and understood. The network of champions is a relatively new initiative being adopted by more organisations and already showing positive impact.
Focus on person-centred support
Everyone’s experience of menopause is unique. Great managers take time to listen, understand and have open conversations about what would help. The focus should be on making reasonable adjustments that work for the individual, rather than a sheep-dip approach. Accredited employers empower colleagues and managers to have these conversations with confidence, using empathy and flexibility to find practical solutions together.
Acknowledge intersectionality
Menopause doesn’t stand alone. It’s an integral part of wider workplace wellbeing, equity and inclusion. Support should be woven through wellbeing and EDI strategies and embedded within other people-related policies and practices. Everyone’s experience is different — for example, someone may also be a mum, a carer, neurodivergent or from an ethnic background where menopause is less openly discussed. Aligning menopause support with inclusive programmes and policies is key to success.
Senior leadership
Culture change is driven from the top. Almost every accredited organisation highlights active senior leadership engagement — with executives speaking openly, funding activities and sharing personal stories. Visible sponsorship sends a powerful message that menopause matters and is prioritised by the organisation. It empowers everyone to talk about menopause.
Ensure tiered, structured training for all — especially managers
Training is essential with tiered menopause education the most effective approach. Building awareness among all staff and offering targeted training for managers embeds understanding and brings confidence across all roles throughout the organisation. Meanwhile, running regular refresher sessions will keep knowledge current.
Listen before you act
The best organisations design menopause support by first listening to colleagues.
They use anonymous surveys, feedback from employee networks and pilot programmes to shape their approach — ensuring it reflects real experiences, not assumptions. Regular evaluation keeps the work relevant and measurable.
Create dedicated digital menopause hubs
Creating central menopause hubs on the workplace intranet or wellbeing portal give everyone access to resources 24/7. Typically, these hubs host policies, videos, FAQs, event calendars and signpost to support.
Springboard for action
“Every year we welcome World Menopause Day to remind employers about the importance of being menopause friendly,” says Deborah Garlick, CEO and founder of Menopause Friendly by Henpicked. “The danger is people return to routine after the buzz of the day and little changes when, in fact, we should use World Menopause Day as a springboard to turn best intentions into actions. We work with employers to turn intent into impact through education, training and proven best practice that brings meaningful, cultural change.”
