17 February

This is Me talks to the CEO of Life Begins at Menopause

I’m Stefanie Daniels, CEO of Life Begins at Menopause. I help women 40+ navigate hormonal shifts, energy fluctuations, and career challenges through nutrition and lifestyle and I’ve seen first-hand how much of a game-changer it is when organisations take real, evidence-based steps to support them.

The talent drain no one talks about.

Ever noticed that some of the most talented, experienced women in your organisation seem to hit a wall mid-career? On the surface, they’re powering through but behind the scenes, many are battling brain fog, exhaustion, anxiety and struggling to juggle their health, workload and personal commitments.

The numbers don’t lie:

Over 370,000 women aged 50-64 in the UK have left or seriously considered leaving their careers due to menopause-related symptoms like anxiety, brain fog and fatigue.

Menopause-related symptoms cost the UK economy around £1.8 billion a year in lost productivity.

(Source: Shattering the Silence about Menopause 2024, gov.uk)

That’s not just a wellbeing issue - it’s a business problem. One that unnecessarily results in lost expertise, mentorship and leadership.

But here’s the good news; solutions aren’t costly or complicated. It starts with listening, building trust and making small, meaningful changes.

How to turn awareness into action

1. Equip managers with confidence

One of the biggest challenges is that some line managers don’t feel comfortable addressing menopause. Many are unsure how to approach the topic but silence is costly.

Start small:

Train managers to ask open-ended questions
Teach them to listen without judgement
Create a culture where support is normalised, not awkward.

2. Take a tailored approach

Instead of rolling out a generic menopause manual, ask your employees:

How can we support you?
What would make your workday easier?
What do you need today?

A one-size-fits-all policy won’t work - real impact comes from personalised support.

3. Move from awareness to measurable change

Inclusion isn’t about what we say - it’s about what we do.

Start small:

Flexible working options - because a little flexibility can go a long way.
Peer support groups - lunchtime meetups that don’t require time off.
Regular check-ins - because assumptions don’t create change, real conversations do.

A simple framework for action

Identify the challenges - What’s holding women in your organisation back? Where are the gaps?
Gather insights - Talk to employees. Listen. Learn.
Implement change - Start small. Trial low-cost initiatives and build from there.
Evaluate - Check in. Measure results. Keep what works. Scrap what doesn’t.

We don’t need to reinvent the wheel. The most impactful changes are often the simplest, and they open the door to honest conversations.

Top three questions from our ‘Empowering Mid-Life Women at Work’ webinar

1. Why is this important for everyone - not just menopausal women?
This is about retention. Organisations invest heavily in talent, wellbeing, diversity and inclusion. Women 40+ bring a wealth of expertise, passion and leadership - and they’re often the strongest mentors for the next generation. Lose them and you lose business-critical knowledge.

2. What support do you offer organisations?
At Life Begins at Menopause, we provide tailored workplace training to help companies identify gaps, implement strategies and create a supportive environment. We focus on root causes - because if we don’t get to the heart of the issue, we won’t see real change.

3. What should we avoid saying to someone struggling at work?
Banter has its place in workplace culture, but there’s a fine line between humour and making someone feel exposed. Use common sense, read the room and lead with empathy. A small comment can have a big impact.

Watch the This is Me Empowering Mid-Life Women at Work webinar here