Lifestyle medicine and menopause: what employers need to know

Why menopause is a workplace issue

One in ten women have left a job because of unmanaged menopause symptoms[1], while many more reduce their hours or decline promotion opportunities.

For employers, this represents not just an issue of wellbeing, but also of talent retention, productivity and cost. With around 4.5 million women aged 50–64 in the UK workplace[2], the scale of the challenge is clear.

Symptoms such as fatigue, disrupted sleep, hot flushes, anxiety and poor concentration can directly affect performance. Without support, businesses may face increased absence, presenteeism, staff turnover and even discrimination claims under the Equality Act 2010.

With women over 50 now the fastest-growing workforce demographic, the question for employers is not whether to act, but how.

What is lifestyle medicine?

Lifestyle medicine is an evidence-based, person-centred approach to health and wellbeing. It focuses on the everyday behaviours that play the biggest role in preventing, managing and, in some cases, reversing chronic conditions. Instead of relying solely on medical treatment, lifestyle medicine empowers individuals to make sustainable changes across six key pillars:

1.Healthy eating – choosing a balanced, nutrient-rich diet.
2.Physical activity – building regular movement into daily life.
3.Restorative sleep – ensuring quality rest to support recovery and resilience.
4.Stress management – using techniques to reduce anxiety and improve coping strategies.
5.Healthy relationships and social connection – nurturing supportive networks that protect mental wellbeing.
6.Avoidance of risky substances – reducing or eliminating behaviours such as smoking or excessive alcohol intake.

Together, these pillars provide a holistic framework for improving overall health. Importantly, lifestyle medicine can be effective on its own or used alongside hormone replacement therapy (HRT) and other medications, helping reduce symptoms and improve quality of life.

For employees experiencing menopause, lifestyle medicine can lessen the severity of symptoms, protect long-term wellbeing and create a greater sense of control.

For employers, understanding this approach provides practical insight into how workplace initiatives and benefits can align with and reinforce these pillars.

¹Fawcett Society, Menopause and the Workplace (2022)
²Menopause and the workplace, House of Commons Committee report, 2022

How lifestyle medicine supports menopause

Lifestyle interventions can have a measurable impact on menopause symptoms. Four areas are particularly important:

Diet
A nutritious, balanced diet helps to stabilise energy levels, reduce the risk of weight gain and protect bone health. Calcium and vitamin D-rich foods guard against osteoporosis, while phytoestrogen-containing foods such as soy and flaxseed may help reduce hot flushes.

Employers can play a role by offering healthier canteen options, promoting hydration and providing educational resources on nutrition.

Exercise
Menopause can bring changes in body composition and an increased risk of cardiovascular disease.

Regular movement supports weight management, strengthens bones and muscles, and improves mental health. A balanced programme is best, combining aerobic exercise for cardiovascular fitness, strengthening exercises for muscle and bone health, and flexibility and balance activities to reduce the risk of falls and improve mobility.

Employers can encourage participation by offering initiatives such as cycle-to-work schemes, lunchtime walking groups or discounted gym memberships.

Sleep
Night sweats, anxiety and hormonal changes often disrupt sleep, leaving employees tired and less productive.

Employers can help by discouraging long working hours, offering flexibility around start and finish times, and promoting resources on good sleep hygiene and relaxation techniques.

Stress management
Menopause often coincides with other life pressures, including caring responsibilities. Stress can worsen symptoms such as hot flushes and brain fog.

Mindfulness, yoga and breathing techniques can help, and employers can support these practices through wellbeing workshops, access to apps or by creating quiet spaces for recovery during the day.

The employer’s role

Employers are in a unique position to turn lifestyle principles into practical support at work. This starts with creating a culture of openness where employees feel able to discuss their needs without stigma. Leadership endorsement is key to setting the tone.

Line managers should be trained to hold sensitive conversations, identify when support is needed and offer straightforward adjustments, such as flexible hours, uniform changes or access to private spaces.

Embedding healthy habits into workplace design – whether through catering choices, active commuting encouragement or wellbeing resources – creates a culture that benefits all staff, not just those experiencing menopause.

Putting support into practice

For many employers, providing effective menopause support can feel daunting, particularly when budgets and resources are limited. But meaningful action doesn’t have to be costly or complex.

Often, it starts with creating clarity and visibility. Introducing a straightforward menopause policy, for example, helps set expectations, demonstrates commitment and gives employees a clear reference point for the support available.

Employers can also make a big impact by directing staff towards trusted resources. Signposting NHS information, local support groups or charities such as Menopause Matters ensures employees have access to credible guidance, even if internal provision is limited.

Many organisations already have benefits in place that can be reframed through a menopause lens. Health cash plans, Employee Assistance Programmes or flexible working arrangements may all provide valuable support, but their relevance to menopause is not always obvious to staff. Highlighting these existing benefits can deliver meaningful help without requiring new investment.

Creating opportunities for peer support can also be powerful. Even informal discussion groups or networks give employees a safe space to share experiences and feel less isolated. Alongside this, investing in basic training for line managers ensures they have the confidence to respond sensitively, recognise when someone is struggling and signpost appropriate support.

By taking these steps, employers can build a culture of openness and support around menopause.

Small changes in policy, communication and training can add up to a significant difference in employee wellbeing, engagement and retention.

Aligning benefits with lifestyle support

Employee benefits are more than financial protection, they can actively reinforce the six pillars of lifestyle medicine by giving staff the tools and confidence to make healthier choices.

Reframing existing benefits through this lens helps employers deliver meaningful, practical support for those experiencing menopause.

Private medical insurance (PMI), for example, often includes access to virtual GPs, dieticians, physiotherapists and mental health specialists. These services directly support healthy eating, physical activity, stress management and restorative sleep by offering personalised advice and faster access to treatment.

Some providers also offer physiotherapy for musculoskeletal issues, which can worsen during menopause, or structured nutrition and exercise support – all of which can help employees manage specific symptoms more effectively.

Employee Assistance Programmes (EAPs) can be powerful enablers of stress management and social connection. Confidential counselling, 24/7 helplines and guided self-help resources help employees build resilience, while also offering line managers a safe way to signpost support.

Group risk products such as income protection, life assurance and critical illness increasingly include added-value services, from nutritional advice to second medical opinions. Each of these aligns with lifestyle medicine principles by encouraging healthier behaviours and reducing long-term health risks.

Even cash plans can play a role in reinforcing lifestyle changes. Cover for health checks, physiotherapy or eye tests can support employees to stay active, monitor their health and address problems before they escalate.

By linking benefits to lifestyle medicine pillars, employers can make existing provisions feel more relevant, increase take-up, and show staff that wellbeing support is embedded in both culture and benefits strategy.

Quick checklist for employers

Policy and culture:

Recognise menopause as a workplace issue and develop a clear policy.
Train managers to have informed, sensitive conversations.
Encourage open discussion to reduce stigma.
Create opportunities for peer-to-peer support.

Wellbeing initiatives:

Promote healthy lifestyle habits, from diet and exercise to stress management.
Provide access to external resources and peer networks.
Make practical adjustments to working conditions where needed.

Benefits and support:

Review employee benefits to highlight menopause-friendly services.
Reframe existing benefits – such as PMI, EAPs and group risk products – through a menopause lens.
Monitor uptake and employee feedback to refine support.