Menopause in the Workplace: Why Law Firms Need to Pay Attention
October is Menopause Awareness Month – a timely opportunity to highlight an issue that remains under-discussed in the legal sector: menopause in the workplace.
For many women working in law, the menopause coincides with the peak of their careers – often when they are taking on partnership responsibilities, leading teams, or handling the most complex cases. Yet the physical and emotional impact of menopause symptoms can be significant, and too often law firms lack the understanding, policies, and support structures to help.
Why It Matters in Law Firms
Law is a high-pressure profession, defined by long hours, demanding clients, and tight deadlines. Common menopause symptoms such as brain fog, hot flushes, sleep disruption, anxiety, and fatigue can make these challenges even tougher. Without the right support, talented and experienced women may reduce hours, step back from promotion opportunities, or leave the profession altogether.
In recent months, I’ve spoken to a number of Solicitors who have been directly affected. They have described serious health issues linked to menopause symptoms, with some sadly feeling they had no option but to leave their jobs. These are skilled, experienced lawyers who wanted to stay in the profession – but the lack of understanding and support made it impossible.
Breaking the Silence
Despite menopause affecting half the population, it’s still rarely spoken about openly in law firms. Many women feel uncomfortable raising it with managers or HR, for fear of being judged as less capable. This silence perpetuates stigma and leaves employees without support.
What Law Firms Can Do
Forward-thinking firms are beginning to take steps to address menopause in the workplace. Practical measures include:
- Awareness and training: Educating managers and staff about the impact of menopause, so it’s better understood and normalised.
- Policies: Formalising support through menopause-friendly workplace policies, setting out guidance and available adjustments.
- Flexibility: Allowing flexible hours, remote working, or small adjustments to workloads when symptoms are particularly challenging.
- Open conversations: Encouraging a culture where employees feel safe to discuss menopause without fear of embarrassment or negative consequences.
The Business Case
Supporting menopause in the workplace isn’t just about doing the right thing – it makes business sense. Retaining experienced female lawyers strengthens firms’ leadership talent pool, reduces recruitment costs, and demonstrates a genuine commitment to diversity and inclusion.
Moving Forward
As menopause awareness grows, law firms can’t afford to stay silent. Addressing this issue head-on will help retain skilled lawyers, improve wellbeing, and create a healthier, more inclusive profession.
This October, let’s make sure the conversation continues – and that law firms step up to support their people at every stage of their careers.
If your firm doesn’t yet have a menopause policy, now is the time to review your approach. And if you’re a solicitor affected by these issues and considering your options, please feel free to reach out to me in confidence – I’d be happy to listen and help where I can.
Claire Cox is a qualified, non-practising Solicitor, with a comprehensive understanding of the legal profession and a proven track record of delivering results with over 20 years legal recruitment experience.
Visit Bailey Hunter or contact Claire Cox for a confidential chat:
Tel: 0113 3185293 Mob: 07786 224036