Is the menopause contributing to the highest reported level of sick days at work for the last decade?

Posted on October 17, 2023 by Sally-Anne Turner

New research from the Chartered Institute for Personnel and Development and Simplyhealth, CIPD (2023) Health and Wellbeing at Work, has revealed a marked increase in sickness absence among UK workers. The figure comes in at 7.8 days per employee per year on average, making it the highest level for a decade and an increase of 2 whole days from the pre-pandemic figure of 5.8 days. Analysis was based on responses from over 900 organisations covering more than 6.5 million employees. This substantial increase represents not just a statistical anomaly but a genuine shift in workplace health patterns that demands closer examination from both employers and healthcare professionals alike. The implications of this trend extend far beyond simple productivity metrics, touching on fundamental questions about employee wellbeing, workplace culture, and the hidden health challenges that may be driving these concerning figures.

The study reported that mental ill health and stress continue to be among the most common causes of short-term absence. 76% of organisations reported stress-related sick days over the last year, with this figure rising to a staggering 92% in organisations with over 250 employees. Mental ill health, including depression and anxiety, was cited as the top cause of long-term absence. These statistics paint a troubling picture of the modern workplace, where psychological wellbeing appears to be under unprecedented strain. However, what the surface-level data may not reveal is the complex interplay of factors contributing to these mental health challenges, including hormonal changes that affect a significant portion of the workforce yet remain largely unacknowledged in official absence records.

13 million women in the UK (around a third of the female population) are currently in the perimenopause or menopause stage, with menopausal age women between 45 and 54 making up 11% of the UK working demographic and 23% of all women in employment. With an estimated 14 million working days lost every year due to menopause symptoms, it's highly likely that the menopause is contributing to the statistics in the report whilst being attributed to stress, mental ill health or minor illness (which came in as the top cause of short-term absence). It's hardly a stretch to surmise that women who are struggling to balance work demands and the physical, psychological and emotional symptoms of perimenopause and menopause may rather not disclose the real reason for their absence due to embarrassment or to the stigma surrounding the subject in the workplace. Interestingly, management style was given as a common cause of stress-related absence in the health and wellbeing at work report.

The connection between menopause and workplace absence is far more significant than many organisations realise. When we consider that women experiencing menopause symptoms often face debilitating challenges such as severe hot flushes during important meetings, brain fog that affects decision-making capabilities, and chronic sleep disruption that leaves them exhausted before the working day even begins, it becomes clear that these symptoms would naturally impact attendance and performance. Yet the reluctance to discuss menopause openly means that these absences are being coded as something else entirely, creating a false picture of workplace health challenges and preventing organisations from implementing the support measures that could genuinely make a difference.

At Bodyline Clinic, we have witnessed firsthand how transformative proper menopause treatment and support can be for working women. Our specialist menopause nurses work with patients to develop personalised hormone replacement therapy programmes that address individual symptoms and health needs, enabling women to continue thriving in their careers rather than struggling through each day or taking repeated sick leave. The difference between a woman suffering in silence with untreated menopause symptoms and one receiving appropriate clinical support can be the difference between career progression and early retirement, between presenteeism and productive engagement, and between sick leave and sustained attendance.

According to the British Menopause Society, 45% of women reported that menopause symptoms have had a negative impact on their work life, whilst a previous survey carried out by the CIPD with YouGov found that of those women negatively impacted by menopause symptoms, nearly a third have had to take sick leave, with a whopping 75% left feeling unable to disclose the real reason for their absence, citing privacy, embarrassment and unsupportive management as the top three reasons. The ongoing taboo and lack of proper support in this area could mean more women leaving work at the peak of their careers, impacting both gender diversity at the senior management level and gender pay-gap levels.

This silence around menopause in the workplace represents a significant economic and social issue. Women in their late forties and early fifties are typically at the height of their professional capabilities, possessing decades of experience, established professional networks, and refined leadership skills. When these women feel compelled to reduce their hours, decline promotions, or leave the workforce entirely due to unmanaged menopause symptoms, organisations lose valuable talent and institutional knowledge. Furthermore, this pattern contributes to the persistent gender pay gap and the under-representation of women in senior leadership positions. If we are serious about workplace equality and diversity, addressing menopause support must be a priority rather than an afterthought.

The cultural reluctance to discuss menopause openly stems from deeply ingrained societal attitudes that view women's reproductive health as private, embarrassing, or inappropriate for professional settings. Many women fear that disclosing menopause symptoms will lead colleagues or managers to view them as less capable, less committed, or past their professional prime. This fear is not unfounded, as ageism and sexism can intersect in particularly damaging ways for women of menopausal age. However, this silence perpetuates a vicious cycle where menopause remains taboo, support remains inadequate, and women continue to suffer unnecessarily whilst their employers remain unaware of the true scope of the problem.

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There are also grounds for suggesting that UK employers are being silently impacted by psychological menopause symptoms being misdiagnosed as depression and other mental health issues. There are 48 symptoms of menopause, with widely recognised physical symptoms including hot flushes, fatigue, sleep disruption, sore or tender breasts, urgency to urinate and loss of bladder control, headaches, migraines, weight gain and bloating. There are also a whole host of associated mental health symptoms comprising anxiety, depression, brain fog, mood swings, reduced concentration, lack of motivation and loss of confidence, and it is these that are often not properly recognised and wrongly treated.

The misdiagnosis of menopause symptoms as standalone mental health conditions represents a significant clinical and workplace challenge. When a woman presents to her GP with symptoms of anxiety, low mood, or difficulty concentrating, these may be treated with antidepressants or anxiety medication without proper consideration of whether hormonal changes might be the underlying cause. Whilst these medications may provide some symptomatic relief, they do not address the root cause of the problem if that cause is hormonal. This means women may spend months or even years trying different mental health treatments that provide only partial benefit, when appropriate hormone replacement therapy could address multiple symptoms simultaneously and more effectively.

At Bodyline's specialist menopause clinics, our approach begins with a comprehensive assessment, including detailed symptom analysis and, where appropriate, hormone level testing. This thorough diagnostic process helps distinguish between menopause-related symptoms and other health conditions, ensuring that women receive the most appropriate treatment for their individual circumstances. Our experienced menopause nurses understand that whilst some women may indeed be experiencing depression or anxiety unrelated to hormonal changes, for many others, these psychological symptoms are directly linked to the hormonal fluctuations of perimenopause and menopause and will respond well to properly prescribed HRT.

The cognitive symptoms of menopause deserve particular attention in the workplace context. Brain fog, difficulty concentrating, memory problems, and reduced mental clarity can be profoundly distressing for women whose professional roles demand sharp cognitive function. Imagine being in a senior management position, responsible for strategic decisions and leading teams, whilst struggling to remember names, losing your train of thought mid-sentence, or finding that tasks which once felt effortless now require enormous mental effort. These symptoms can shake a woman's professional confidence to its core, leading to increased stress and anxiety about performance and ultimately contributing to sick leave or early exit from the workforce.

Sleep disruption, another common menopause symptom, creates a cascade of problems that affect both physical and mental health. Night sweats can wake women multiple times throughout the night, leaving them exhausted and unable to function optimally the following day. Chronic sleep deprivation affects mood regulation, cognitive function, immune system health, and overall resilience. A woman who has barely slept due to night sweats is more likely to call in sick, less able to manage workplace stress, and more vulnerable to other health problems. Yet this sleep disruption is often not recognised as a menopause symptom that can be effectively treated with appropriate HRT, instead being managed ineffectively with sleeping tablets that don't address the underlying hormonal cause.

Physical symptoms such as joint pain, headaches, and digestive issues also contribute to workplace absence but may not be immediately recognised as menopause-related. Women may take sick days for migraines, back pain, or stomach problems without realising these symptoms are connected to their hormonal changes. This fragmented approach to symptoms means that neither the woman nor her employer understands the full picture of how menopause is impacting her work life and overall wellbeing. A comprehensive menopause assessment, such as those provided at Bodyline clinics across the Northwest and through our online consultation service, can help women understand the full range of their symptoms and access treatment that addresses multiple issues simultaneously.

One of the key findings in the GenM Invisibility Report was the lack of knowledge amongst women themselves surrounding the menopausal symptoms that they are experiencing, with less than 15% of those surveyed naming depression, anxiety or irritability, despite research findings showing that these are in the top ten most debilitating symptoms. The report also stated that 1 in 5 women visit their doctor 6 times before they receive the menopause advice and treatment that they require, another statistic that supports the theory that work absences are being attributed to other reasons than menopause.

This lack of knowledge about menopause symptoms represents a significant public health education gap. Many women enter perimenopause with only a vague understanding that menopause involves hot flushes and the end of periods, unaware of the dozens of other symptoms that may affect them. When they begin experiencing anxiety, mood swings, or brain fog, they may not connect these symptoms to hormonal changes, instead attributing them to stress, aging, or other health problems. This knowledge gap means women may not seek appropriate treatment, may not advocate effectively for themselves when they do seek help, and may not understand that their symptoms are both valid and treatable.

The statistic that one in five women must visit their doctor six times before receiving appropriate menopause advice and treatment is particularly concerning. It suggests significant gaps in primary care knowledge and practice around menopause management, as well as possible time constraints that prevent GPs from conducting thorough menopause assessments during standard appointment slots. Each of these unsuccessful appointments represents not only frustration and continued suffering for the woman concerned but also wasted healthcare resources and lost productivity. When women finally do receive appropriate treatment, many express frustration that they suffered unnecessarily for months or years when effective help was available all along.

This is where specialist menopause services such as those provided by Bodyline can make a crucial difference. Our menopause nurses have specialist training and extensive experience in menopause management, enabling them to conduct comprehensive assessments, provide detailed education about symptoms and treatment options, and prescribe personalised HRT regimens tailored to individual needs. Women who come to Bodyline often comment on how validating it is to have their symptoms taken seriously, to have sufficient time to discuss their concerns, and to receive treatment that addresses their specific symptom profile rather than a one-size-fits-all approach.

The concept of personalised menopause treatment is central to effective symptom management. Every woman's experience of menopause is unique, influenced by factors including her individual hormone levels, medical history, lifestyle, genetic predisposition, and personal circumstances. What works beautifully for one woman may be less effective for another. At Bodyline, our M Plan treatment programme recognises this individuality, offering bespoke hormone replacement therapy based on comprehensive blood testing and detailed symptom assessment. This personalised approach ensures that women receive the right type, dose, and delivery method of HRT for their specific needs, maximising effectiveness whilst minimising side effects.

Recommendations included in the CIPD report included incorporating staff lifecycle issues into health and wellbeing strategies, promoting flexible working practices and engendering a supportive culture around menopause transition to encourage employees to access the support they need. These recommendations represent important steps forward in workplace menopause support, acknowledging that menopause is a normal life stage that affects a significant proportion of the workforce and deserves appropriate organisational response.

Incorporating menopause into health and wellbeing strategies means treating it with the same seriousness and resource allocation as other health issues that affect employee wellbeing and productivity. This might include providing information about menopause symptoms and available treatments, training managers to have supportive conversations about menopause, adjusting workplace environments to accommodate women experiencing symptoms such as hot flushes, and offering access to specialist menopause healthcare services. Forward-thinking organisations are beginning to recognise that investing in menopause support is not just the right thing to do ethically but also makes sound business sense in terms of retention, productivity, and employee satisfaction.

Flexible working practices can be particularly beneficial for women managing menopause symptoms. The ability to adjust working hours to accommodate disrupted sleep, to work from home on days when symptoms are particularly challenging, or to take short breaks when experiencing hot flushes can make an enormous difference to a woman's ability to remain productive and engaged at work. Flexibility around uniform or dress code policies can also help, as women experiencing hot flushes may need to dress in layers or avoid certain fabrics. These adjustments are often simple and low-cost to implement but can have a significant positive impact on employee wellbeing and retention.

Creating a supportive culture around menopause requires leadership commitment and sustained effort to shift workplace norms and attitudes. This means senior leaders speaking openly about menopause as a normal life stage, ensuring that menopause policies are not just written but actively implemented, and holding managers accountable for creating environments where women feel safe to discuss their symptoms and request reasonable adjustments. It also means challenging ageist and sexist attitudes that may lead to menopausal women being viewed as less capable or less valuable. When organisations successfully create this supportive culture, women are more likely to disclose menopause as the reason for absence or reduced performance, enabling more accurate data collection and more effective support interventions.

Given that it's harder than ever to get a doctor's appointment, coupled with the ever-increasing waiting lists for treatment, now is a perfect opportunity for organisations to support menopausal employees by extending their benefits packages and occupational health providers referring women suffering with menopause symptoms to clinical menopause specialists like Bodyline Medical Wellness Clinics for timely and gold standard treatment and support.

The current pressures on NHS primary care services mean that many women struggle to get timely appointments with their GP, and even when they do, may find that appointment times are too short for thorough menopause assessment and discussion of treatment options. NHS waiting times for specialist menopause clinics can stretch to many months in some areas, leaving women suffering unnecessarily whilst they wait for help. This healthcare access challenge presents an opportunity for employers to make a real difference to their employees' lives and wellbeing by facilitating access to private menopause care through occupational health referral pathways or enhanced benefits packages.

Bodyline's corporate menopause services are specifically designed to meet the needs of organisations wanting to provide comprehensive menopause support to their employees. We offer on-site clinic services, online consultations for remote workers, and can work with organisations to develop integrated menopause support programmes that combine clinical treatment with workplace adjustments and manager training. Our approach is scalable and flexible, suitable for organisations of all sizes and across all sectors. By partnering with specialist menopause providers, employers can ensure their staff have rapid access to expert assessment and treatment, reducing the time women spend suffering with symptoms and minimising the impact on attendance and performance.

The business case for employer-funded menopause support is compelling. When we consider the costs of recruitment and training to replace experienced employees who leave due to menopause symptoms, the productivity losses from presenteeism when women struggle through work whilst feeling unwell, and the direct costs of sickness absence, the investment in menopause support represents excellent value. Furthermore, organisations that are known for providing good menopause support gain reputational benefits in terms of employer brand and may find it easier to attract and retain talented female employees. In an increasingly competitive labour market, particularly for experienced professionals, menopause support can be a genuine differentiator.

Our experience at Bodyline demonstrates that when women receive appropriate, timely treatment for menopause symptoms, the impact on their work life can be transformative. Women who were considering reducing their hours or leaving work altogether find they can continue in demanding roles. Those who were taking regular sick leave find their attendance improves dramatically. Women who had lost confidence in their abilities discover that their cognitive symptoms were hormonal rather than indicative of declining capability. The relief and gratitude expressed by women who finally receive effective menopause treatment after months or years of struggling is profound and consistent.

Sally-Ann Turner, Managing Director and Founder of Bodyline, has this to say: "Menopause is not an illness and should not be treated like this in the workplace, it is a stage of a female's life where extra support and treatment may be required to address symptoms. Symptoms can start in a woman's mid 30s in perimenopause and continue well into mid 50s. We should start by treating the root cause of the symptoms and providing support through the menopause journey. Every woman's experience of the menopause is different and a blanket standardised approach to treatment and support will not yield quantifiable benefits for organisations or deliver a step change in health and wellbeing of the menopausal employee. Menopause should be on every organisation's business agenda."

Sally-Ann's perspective reflects Bodyline's commitment to individualised, holistic menopause care that recognises the unique nature of each woman's experience. The emphasis on treating menopause as a life stage rather than an illness is important, as it helps combat the stigma and negativity that often surrounds menopause discussions. Framing menopause as a natural transition that may require medical support, much like pregnancy or other life stages, helps normalise the experience and makes it easier for women to seek help without feeling they are being difficult or making excuses.

The point about perimenopause beginning in the mid-thirties is particularly important and often overlooked. Many women and employers focus on menopause as something that affects women in their fifties, missing the fact that symptoms can begin much earlier during the perimenopause phase. Perimenopause can last for several years, during which hormone levels fluctuate unpredictably, often causing symptoms that are more disruptive than those experienced during menopause itself. Women in their late thirties and forties experiencing perimenopausal symptoms may be even less likely to recognise what is happening or to disclose symptoms at work, as they feel "too young" for menopause. Raising awareness about perimenopause and ensuring support is available for this younger group is crucial for comprehensive workplace menopause provision.

The rejection of a standardised approach to menopause treatment and support is grounded in both clinical evidence and practical experience. Whilst some basic workplace adjustments may benefit most menopausal women, the clinical treatment required varies enormously between individuals. Some women need only small doses of HRT to control their symptoms effectively, whilst others require higher doses or combination treatments. Some women cannot take certain types of HRT due to medical contraindications and need alternative approaches. Some women experience primarily physical symptoms, whilst others struggle more with psychological effects. This variation means that effective menopause support must be personalised, flexible, and responsive to individual needs.

For organisations seeking to develop effective menopause support strategies, partnering with specialist providers like Bodyline offers several advantages. Our clinical expertise ensures that women receive evidence-based, safe, and effective treatment. Our experience working with corporate clients means we understand the organisational context and can provide services that integrate smoothly with existing occupational health and HR processes. Our commitment to personalised care means that each employee receives treatment tailored to her specific needs rather than a generic approach. And our comprehensive service offering, from initial assessment through ongoing monitoring and adjustment of treatment, provides continuity of care that supports long-term wellbeing.

Book a consultation at Bodyline Clinic to discuss how our specialist menopause services can support your employees or your own menopause journey. Our clinics in Birkenhead, Liverpool, Manchester, Warrington, St Helens, Stockport, and Stoke-on-Trent provide convenient access to expert menopause care across the Northwest, whilst our online consultation service ensures that women throughout the UK can benefit from Bodyline's expertise regardless of their location.

The evidence strongly suggests that menopause is indeed a significant contributing factor to the rising levels of workplace sickness absence, even though it remains largely hidden in official statistics due to underreporting and misattribution. The 13 million women currently experiencing perimenopause or menopause in the UK represent a substantial proportion of the workforce, and the 14 million working days lost annually to menopause symptoms represent a significant economic impact. When we add the less quantifiable costs of presenteeism, reduced productivity, lost talent, and early workforce exit, the true impact of inadequately supported menopause becomes even more apparent.

Addressing this hidden crisis requires action on multiple fronts. Women themselves need better education about menopause symptoms and available treatments, empowering them to recognise what is happening and seek appropriate help. Healthcare providers need improved training in menopause assessment and management to ensure women receive appropriate treatment promptly rather than after multiple unsuccessful appointments. Employers need to recognise menopause as a legitimate workplace issue deserving of policy, resource allocation, and cultural change. And society more broadly needs to challenge the taboos and stigma that keep menopause hidden and prevent open, supportive conversations.

The good news is that effective treatments exist for the vast majority of menopause symptoms, and when women receive appropriate care, they can continue to thrive personally and professionally throughout this life stage. Hormone replacement therapy, when properly prescribed and monitored, can dramatically improve quality of life for women experiencing menopause symptoms. At Bodyline, we have witnessed countless women rediscover their energy, confidence, and capability after beginning appropriate HRT treatment. The transformation is often so significant that women wonder why they suffered for so long before seeking help.

For employers, the message is clear: investing in comprehensive menopause support is not only the right thing to do for your employees but also makes sound business sense. By providing access to specialist menopause care through services like those offered by Bodyline, implementing supportive workplace policies and practices, and creating a culture where menopause can be discussed openly without stigma or embarrassment, organisations can reduce sickness absence, improve productivity and performance, retain valuable experienced employees, and enhance their reputation as employers of choice. The rising tide of workplace sickness absence documented in the CIPD report demands attention and action, and addressing the hidden impact of menopause must be part of that response.

If you are a woman experiencing symptoms that may be related to perimenopause or menopause, don't suffer in silence. Book a consultation at Bodyline Clinic to discuss your symptoms with our specialist menopause nurses and explore treatment options that could transform your quality of life. If you are an employer concerned about supporting menopausal employees, contact our corporate health team to learn about our organisational menopause support services. Together, we can ensure that menopause receives the recognition, support, and treatment it deserves, enabling millions of women to navigate this life stage with confidence and without unnecessary suffering or career compromise.