That this House has considered World Menopause Day.
I start by thanking the Backbench Business Committee for granting me this important and timely debate during World Menopause Month. We did not have a debate on menopause last year, so this is the first under the current Government. Back in 2023, I asked the last Government for a commitment to show 51% of the population that they matter by prioritising menopause support in healthcare, in the workplace and across society. I might now be sitting on the Government Benches, but I can assure everyone that I still want that commitment, and possibly more.
It feels like I live and breathe menopause—I certainly have for the last seven years since the first World Menopause Day debate in 2018. In that time, two issues that have come up time and again when women have contacted me are the need for better understanding and treatment in primary care and better support in the workplace. Those are the two areas that have been targeted in this year’s Menopause Mandate mega-survey. As a proud patron I was delighted to join the team in Oxford Street on Monday at the launch of the results. As has now become custom, the launch was followed by our third annual walk and talk. I am not sure whether there is a collective noun for it, but for want of a better term, a flush of menopausal women, some of whom are here today, walked to the Department for Work and Pensions. I was very grateful to the Minister for accepting the survey results from us on Monday—a survey that reflects the thinking of women from right across the country.
A staggering 15,000 people responded to the survey, and the results offer some truly powerful insights into the menopause experience. There is a lot to unpack, but for me the takeaway statistic, which cannot be ignored, is that 96% of the 15,000 women said that menopause had negatively impacted their quality of life. That is truly heartbreaking.
That is particularly evident in the workplace. More than three quarters of those surveyed said that their symptoms had affected them in the workplace, with one in 10 changing their role and one in 20 quitting their job. These are women with years and years of experience and loyal service, who will have irreplaceable job knowledge. They are women at the prime of their careers, who should be seeking promotion, but without the support they need they are seeking an exit strategy instead. On the plus side, more than a third of the women are now working for an organisation with a menopause policy.
I thank my hon. Friend for making such a fantastic contribution on this important topic. I am sure that she will recall the shared visit we had to Tesco in Abertillery, in my constituency, where staff talked about the extensive package of support that their employer gave them. Will she join me in commending employers such as Tesco for leading the way in terms of workplace support for their staff?
As with any occasion when I spend time with my hon. Friend, that occasion is etched in my memory forever. Like other organisations, Tesco is doing some wonderful work for women. It is also important to recognise the work of the Union of Shop, Distributive and Allied Workers and the GMB, which play a huge part in promoting workplace policies for menopausal women.
When next year we implement the plans for employers with more than 250 employees to have a menopause policy or framework in the workplace, a key measure of success will be the Department ensuring that we are monitoring those plans, so that they do not just get left in a cupboard to gather dust. This will be mandatory only for employers with more than 250 staff, and I welcome the changes, but from the correspondence I have received it is clear that thousands of women working for smaller companies want to know whether they will be supported. We are not talking about big changes: flexible working hours, breathable uniforms and comfortable working environments are small adjustments, but they make a huge difference.
Employers in every sector rely on occupational health specialists to support the physical, mental and social wellbeing of their staff. They need to be given specialist menopause training. Imagine the number of women in their 40s, 50s and 60s that that would have helped. They might not have left work. They may return to work, or even stay and thrive in work.
My hon. Friend’s point about these issues affecting older women is, of course, fair and understood, but is it not also true that younger women can be affected and need support?
Certainly. There is no age on menopause. Maggie’s centre has a fantastic programme to support women experiencing crash menopause, in which a cancer treatment causes them to go into early menopause. Unfortunately, the woman will walk away from surgery or treatment without being given information. Maggie’s is doing some wonderful work, and I am delighted to be able to promote it today.
I do not want to be standing here in another seven years, still asking for the same things. Without support, women suffer, but so do businesses and the wider economy. Reduced hours, career breaks and early retirement all lead to women reaching pension age without enough resource to claim their full state pension, which they may be relying on. We should not have to make this an economic argument, but anybody who knows me knows that I will use any argument to get what I want, and I want women to have fair play.
While we seek to make progress in the workplace, we must not overlook the fundamental issue that many women still face in accessing menopause care. A quarter of the women who responded to the Menopause Mandate survey said that seeking medical advice from their GP or another medical professional was not a positive experience. Reassuringly, two thirds of women were offered hormone replacement therapy—hallelujah!—or at least it was discussed with them, but too many women are still being offered antidepressants. They should be outlining their symptoms to a GP who will understand what is wrong with them.
Those symptoms, as we now know, are wide-ranging and differ for every woman. The survey found that although it might be the physical symptoms, such as hot flushes and changes to periods, that trigger women to think about menopause, it is the psychological symptoms that women struggle with most: anxiety, brain fog, low mood and low self-esteem. Those are the main complaints from women. For many women—indeed, for over half of those surveyed—the lack of knowledge that their symptoms were signs of perimenopause caused a delay in their seeking support and accessing treatment.
It is a pleasure to serve under your chairmanship, Mr Betts. I am proud that not one but two of my constituents are leading figures in the Menopause Mandate campaign, and they are here today. I would like to pay tribute to that organisation and all the work it is doing on this issue, ably supported by the hon. Member for Neath and Swansea East (Carolyn Harris), whose passion and energy about this subject are so wonderful to see. I pay tribute to her for convening this debate.
As someone who does not personally have direct experience of menopause yet, and whose mum is not around to advise her, most of what I know about menopause comes from following the social media accounts of organisations such as Menopause Mandate. That is a sad indictment of the lack of information that women in their 40s have about a health issue that will affect them. I am sure that Menopause Mandate and everyone else here agrees that it is time to stop tiptoeing around the topic of menopause and the perimenopause.
Brain fog, hot flushes, night sweats, panic out of nowhere—they are not just inconveniences; they are symptoms that can knock women off their feet. Often, however, as with so many other health issues, women’s concerns are too readily dismissed. Women deserve serious, joined-up education, action and policy. They deserve to be heard, believed and supported, not left to suffer in silence. As has been mentioned, according to Menopause Mandate’s recent survey, only 12% of menopausal women were actually diagnosed by a healthcare professional, while around 60% had to figure it out for themselves. We are leaving women to google their way to an answer after years of avoidable misery, without guidance and often without treatment. That is not good enough.
The Menopause Mandate team has a simple, sensible ask: education for all. If our health professionals are not adequately trained, and women are not given routine consultations about the subject, we are setting them up to face menopause and perimenopause ill-prepared and uninformed about the lifestyle changes, treatment options and support that could make all the difference. This is not a niche issue; it should be a mainstream health policy. It could be seamlessly integrated into standard mid-life check-ups. When I had mine a few years ago, menopause was not mentioned. There are specialist clinics doing great work in this area, but frustratingly many of the best have huge waiting lists unless women can afford to be seen privately. I know that is true of my local hospital.
It is a pleasure to serve under your chairmanship, Mr Betts. I thank my hon. Friend the Member for Neath and Swansea East (Carolyn Harris) for securing this incredibly important debate and speaking with the passion and verve that we have come to expect of her.
Menopause, as I am sure we will hear time and again this afternoon, affects millions of women, but is still too often overlooked in the workplace. My menopause workplace story is sadly similar to that experienced by far too many women. While working a stressful job and juggling family and the care needs of elderly relatives, I failed to recognise that my burnout was not a sudden inability to do my job, but my body going through a profound and overwhelming change. The response from a senior director not only was brutal, but showed a complete lack of awareness, let alone understanding:
“I used to think you were really good at your job, but you have changed.”
I had changed—but I did not realise the change that my body was going through.
Menopause is a natural phase of our lives, yet for many it comes with symptoms that can be physically and emotionally challenging: hot flushes, fatigue, brain fog, anxiety and more. Those are not just personal health issues; they can, as I found, impact performance, confidence and wellbeing at work.
Will my hon. Friend join me in acknowledging the impact of menopause-related urinary tract infections on women’s quality of life and ability to work? Does she agree that we must do more to acknowledge that aspect of menopause and educate GPs and the workforce?
I agree entirely. Menopause remains an area where many employers are still failing to support their staff in the way that they need. As my hon. Friend the Member for Neath and Swansea East said, one in 10 women who works during the menopause will leave their job due to their symptoms, and nearly a quarter more will have considered quitting because of its impact on their working lives. That is hundreds of thousands of experienced professionals walking away not because they want to, but because they have not been properly supported or have been made to feel that the workplace is no longer somewhere that they can function.
Does my hon. Friend agree that this issue not only has an impact on a woman’s feeling of self-worth and value, and on her career progression, but can have a severe economic impact on her family?
Absolutely. I am a single parent, and the impact of my menopause was quite severe for my family, and for my financial situation at the time, because it forced me to make some unfortunate decisions about my work.
We are lucky in Carlisle to have excellent community groups such as Cumbria Radical Birds, where women can come together to support each other. However, not every community is so lucky. It is my profound belief that women should be able to find some of that support in their workplace, not just in their community. Supporting employees through menopause is not just the right thing to do; it makes business sense. When we create environments where people feel safe, respected and supported, we unlock their potential. That means flexible working, access to information, open conversations and policies that reflect real-life experiences.
Those are not idealistic goals; for decades they have been the standard for women going through pregnancy. I therefore invite the Minister to consider how we can protect women experiencing menopause in the workplace in the same way that our colleagues who are pregnant are supported by not only the Equality Act 2010 but health and safety regulation. We can and must normalise talking about menopause. That is why debates such as today’s are so important. Let us listen, learn and lead with empathy. When we support women through every stage of life, we build stronger, more resilient workplaces for everyone.
20 of 46 shown
Women feel that better education and earlier advice would have benefited them, and a staggering 99% of the 15,000 women surveyed said that they believe menopause should be discussed at the NHS 40-plus health check. That is something that I have long campaigned for, as has Menopause Mandate, and I have raised it with colleagues at the Department of Health and Social Care, arguing that it is a vital component of the women’s health strategy.
Employers can also step up by providing menopause training, organising events and encouraging discussion within a safe environment, which will give women the information they need as well as confidence in the workplace. That would show women that their workplace cares for them.
We should ensure that healthcare providers incorporate measures within the standard packages, including menopause advice. Support should be signposted on staff bulletins, on noticeboards, in bathrooms and wherever any kind of information can be put. It is the simple things that will help people to tackle the problems, because, as with any other area of healthcare, being aware of the symptoms allows people to take control, to understand their own bodies and to seek the best treatment options available to them.
We know that for some women, HRT can be life-changing—I am a devout believer in HRT. Other women think that the symptoms of menopause are manageable without HRT, and some women cannot take HRT because of medical conditions, but we know that a significant number of women still avoid HRT because of its perceived risks, which is an issue that urgently needs to be addressed. In the US, the Food and Drug Administration recently announced that it is commissioning a review of the risks and benefits of HRT for women experiencing menopause. That follows an expert panel on menopause and hormone replacement therapy that was held earlier this year.
We know that historical data has been proven inaccurate, but it is responsible for a fear of HRT among a whole generation of women and medical practitioners alike. I wonder how many women have walked away from their career because they felt unable to cope without HRT but were too frightened by the false allegations and media frenzy to take it. Campaigners and industry experts, many of whom are here in Westminster Hall today, have worked tirelessly to dispel these myths. I know that they support my calls for an independent UK review to ensure that information about the risks and benefits of HRT reflects the most up-to-date global evidence.
The all-party parliamentary group on menopause, which I chair, has been championing such a review since it was first set up five years ago. Just last year, shortly before the general election, we undertook a national study that looked at access to treatment and services. The results show that both those from lower socioeconomic backgrounds and those from black and Asian communities experienced severe disadvantages.
The results of that study prompted us to look more deeply into such disparities. Later this month, we will launch the report and recommendations from a nine-month inquiry into the menopause experiences of those from historically marginalised communities. We have taken evidence from women from ethnic minority backgrounds; those who are disabled or neurodiverse; those living in poverty; those who are survivors of domestic abuse; people from LGBTQIA+ communities; and women who have experienced menopause in prison. From hearing and reading so many personal stories, I know that we still have much to do to improve menopause services so that everyone can get the support they need in the way they need it, wherever they need it—be it in healthcare, the workplace or society in general.
The last Government made some tentative steps in the right direction. The HRT annual prepayment certificate was introduced following my 2021 private Member’s Bill. That has helped thousands of women who were struggling to cover the cost of HRT prescriptions. I was absolutely delighted to see that almost 90% of those responding to the Menopause Mandate survey were aware of the prescription prepayment certificate—that is fantastic news, but it is not enough on its own. We need to build on that and show women that this Labour Government listen and care.
The evidence of what women want and need has already been presented, and none of it is difficult or costly to implement. That includes a review of the risks and benefits of HRT to help dispel the dangerous inaccuracies that have caused unnecessary fear for more than two decades, and the inclusion of menopause and its symptoms in the NHS 40-plus health check—if 99% of women think it is a good idea, then it is.
We need a guarantee that Ministers will work with business leaders to ensure that the menopause workplace action plans set out in the Employment Rights Bill are genuine, real, credible and operational, and that they work. We also need a promise to women working for smaller businesses who employ fewer than 200 people that they will not miss out on workplace support; and menopause training for occupational health specialists so that the simple adjustments that women need are implemented. The number of one in 20 loyal and experienced women leaving the workforce is too many, and one in 10 changing their role and reducing hours to avoid promotion is terrifying.
We have an opportunity to change the narrative. We cannot stop women experiencing menopause. We cannot magic away the symptoms or ignore the changes that happen, but we can make sure that those experiences have a positive impact. We can help to provide the right treatment for the symptoms, and we can ensure that adequate support is available wherever it is needed, so that women can embrace the changes with confidence and purpose.
I can honestly say that since I embraced my menopause and took control of it, I am a better person and—God help anybody who thinks I was not confident before— I am really confident now. Taking control of our own health and wellbeing is life-changing. I stand here today as proof of that, and I will continue to do everything in my power to ensure that all women have the same advantage: to access the treatment they need, to flourish and succeed at work, and to be the very best version of themselves in perimenopause, menopause and beyond.
Most women have to speak to their GP or practice nurse, so we need to equip primary care properly to recognise symptoms, treat confidently and refer swiftly. Menopause is also not just a health issue, but an employment one. One of the most shocking findings in the Menopause Mandate survey was that—as has been mentioned—one in 20 women has left their job because of menopause symptoms. Those may be women doing brilliant work, often at the peak of their careers: teachers, nurses and business leaders—the kind of people this country cannot afford to lose. We need to keep that experience in our NHS, schools, offices and everywhere that this country relies on it. We should not be losing it because we fail to support half the population in a health issue that every one of them is going to face at some point.
Here is the to-do list: let us make menopause education mandatory in healthcare training with regular refreshers; include perimenopause and menopause in routine health checks—so that I am not relying on Instagram to find out what is going to happen; work with employers to provide basic workplace support for flexible working, manager training, cool spaces and clear policies; and, above all, make sure women can manage this stage of life with dignity, confidence and proper support. This is not a women’s issue; it is a fairness, workforce and public health issue. It is time we gave it the serious attention it deserves.