Driving social change: E.ON’s role in Menopause awareness and workplace inclusivity

Menopause isn’t just a personal health matter; it’s a workforce and societal issue with significant economic, educational, and cultural implications.

As one of the UK’s most inclusive employers, it’s our duty and our privilege to be part of the debates that help shape our nation and the policies that affect people across the country.

Recently, we were asked to take part in the Purpose Coalition Menopause in the Workplace Roundtable, chaired by Carolyn Harris MP. And Kirin Kalsi, E.ON’s Head of Legal, Compliance and Data Protection, and Chair of our Menopause Matters colleague-led network, was proud to represent E.ON.

The important discussion which took place underscored the need for greater awareness, policy reforms, and a cultural shift to create a more inclusive and supportive environment for colleagues navigating menopause, both for themselves and to support colleagues.

Carolyn Harris MP, a leading advocate for menopause awareness through her role as Chair of the All-Party Parliamentary Group on Menopause, has been instrumental in driving the conversation forward — not just in workplaces but across society. Her efforts highlight the urgent need for both legislative change and broader cultural acceptance.

Menopause as a social and workplace issue

Key discussions during the roundtable included:

• Gender imbalance and workplace awareness: Menopause can have a profound impact on career progression, often increasing gender disparities. Addressing this requires targeted support and education.
• Barriers to access and education: Many women mistake menopause symptoms for anxiety or depression due to a lack of information. Additionally, limited school education and gaps in healthcare — such as some GPs not recognising the symptoms either due to limited knowledge in this area — leave many without the support they need.
• Economic impact and productivity: A staggering 10% of women leave their jobs due to menopause-related issues, with one in four reducing their working hours. The resulting productivity losses highlight the urgency of workplace interventions.
• Cultural stigma and inclusivity: Taboos surrounding menopause prevent open conversations, making it crucial to normalise discussions and ensure leadership teams are actively involved in fostering an inclusive culture.

Turning awareness into action

Despite growing awareness, menopause is not legally recognised as a disability or a protected characteristic, sparking debate on whether additional protections are necessary. Labelling it as a disability in order to protect those experiencing symptoms also feels wrong. While some back the Government’s Menopause Action Plan, others advocate for stronger, industry-wide policies.

The conversation also reinforced the need for:

• Workplace policies and support systems: Ensuring managers are equipped to support employees navigating menopause.
• Earlier education and awareness campaigns: Empowering future generations to understand menopause as part of life’s natural cycle.
• Stronger healthcare integration: Encouraging medical professionals to receive better training on menopause care.

Kirin Kalsi, Head of Legal, Compliance and Data Protection, and Chair of the Menopause Matters Network, said: "Participating in the Menopause in the Workplace Roundtable was an invaluable opportunity to exchange ideas with like-minded organisations and reinforce the importance of tackling menopause stigma at every level. At E.ON, we’re dedicated to ensuring our colleagues feel supported, heard, and empowered, and this conversation reaffirmed the need for continued advocacy and action."

E.ON’s commitment to meaningful change

At E.ON, we recognise that fostering an inclusive and supportive work environment is not just a business priority but a social responsibility. Through our Menopause Matters network, we’ve built a community where colleagues can share experiences, access guidance and find support.

We are proud to have achieved menopause-friendly accreditation, demonstrating our ongoing commitment to inclusivity. From accessible educational resources like e-learning and guides to safe spaces like our listening cafés, we’re continuously striving to improve workplace conditions for those experiencing menopause and those supporting them.

Collaboration between businesses, policymakers, and advocacy groups is essential for long-term, meaningful change. The UK is leading the way in global menopause discussions, but there is still much work to be done. By working together, we can break barriers, challenge outdated stigmas, and create a more equitable future for all.

As we move forward, E.ON remains committed to amplifying these discussions and driving actionable change. Because when we support each other, we create stronger, healthier, and more inclusive workplaces and communities.