A Strategic Business Imperative

An Interview with Deborah Garlick, CEO of Henpicked

Menopause is no longer a topic that can be ignored in the workplace. As businesses strive for greater diversity, equity, and inclusion, addressing menopause is emerging as a critical factor in talent retention, productivity, and workplace wellbeing.

With evolving employment laws and increasing awareness of its impact, organisations that fail to take action risk losing valuable employees and falling behind on compliance. In this exclusive interview, Deborah Garlick, CEO of Henpicked, shares her insights on why menopause should be a priority for senior leaders, how it fits into a Gender Action Plan, and the steps businesses can take to foster a supportive and inclusive work environment

Deborah, menopause in the workplace is gaining significant attention. Why should senior leaders prioritise this issue within their organisations?

Menopause is a workplace issue, not just a personal one. With over half the population experiencing it at some point, it affects millions of employees across all sectors. The key reason leaders must prioritise menopause is talent retention. Research from the Fawcett Society shows that one in ten women in the UK leave the workforce due to menopause-related symptoms. Losing experienced professionals at the peak of their careers is a major business risk. Addressing menopause is not only the right thing to do but a strategic necessity to retain top talent, enhance productivity, and build a truly inclusive workplace.

With gender equality at the forefront of business strategy, how does menopause fit into an organisation’s Gender Action Plan?

Any credible Gender Action Plan (GAP) must include menopause as a core element. Menopause intersects with diversity, equity, and inclusion (DEI), wellbeing, and employee engagement. With the Employment Rights Bill progressing through Parliament, businesses with over 250 employees will soon be required to develop Gender Action Plans—and menopause must be addressed within them. By embedding menopause support into workplace policies, organisations demonstrate a commitment to gender equity while also ensuring compliance with evolving employment legislation.

What are the key business benefits of becoming menopause-friendly?

There are four major benefits:

  • Retaining Skilled Employees – Women over 50 are the fastest-growing workplace demographic. Keeping this talent engaged and supported is essential for business continuity.
  • Enhancing Wellbeing and Productivity – Symptoms like fatigue, brain fog, and anxiety can impact performance. Research from the CIPD found that three out of five menopausal women say their symptoms negatively affect their work. Addressing this creates a healthier, more engaged workforce.
  • Legal and Compliance Readiness – Organisations that proactively address menopause will be ahead of legal requirements and well-positioned to meet future compliance expectations.
  • Fostering an Inclusive Culture – Open conversations about menopause reduce stigma and make workplaces more inclusive for all employees.

What practical steps can leaders take to create a menopause-friendly workplace?

There are four key areas where leaders can make an immediate impact:

  • Education and Awareness
    • Implement menopause awareness training for all employees, particularly managers and senior leaders.
    • Encourage open dialogue to normalise conversations and reduce stigma.
  • Workplace Adjustments
    • Offer flexible working arrangements to support symptom management.
    • Provide a comfortable working environment, including temperature control and access to quiet spaces.
  • Policy Development and Implementation
    • Establish clear menopause policies that outline available support.
    • Ensure Employee Assistance Programmes (EAPs) include menopause-specific support.
  • Leadership Commitment
    • Senior leaders must visibly support menopause initiatives and embed them into organisational culture.
    • Appoint menopause champions to drive initiatives and foster peer support networks.

How can organisations ensure menopause remains part of the long-term cultural change rather than a short-term initiative?

It starts with leadership. When senior executives champion menopause-friendly policies, the impact is long-lasting. Beyond compliance, businesses that actively embed menopause into their DEI and wellbeing strategies will see lasting cultural change. Organisations leading in this space report increased employee satisfaction, reduced absenteeism, and improved overall productivity. It’s not just about policy—it’s about shifting mindsets and making menopause a normal workplace conversation.

For businesses looking to take action, where can they start?

The first step is education. Leaders should ensure they are informed and engage with expert resources. Henpicked offers a range of free guides, case studies, and toolkits to help businesses on this journey. Companies can also seek expert guidance to tailor menopause strategies to their unique organisational needs.

By taking proactive steps today, businesses can stay ahead of compliance, retain top talent, and build a truly inclusive workplace.