World Menopause Day 2026: Theme, Chronic Pain at Midlife & Workplace Support

When Is World Menopause Day 2026?

World Menopause Day 2026 is Sunday, 18 October. World Menopause Day takes place on 18 October every year.

The International Menopause Society created World Menopause Day in 2009 to increase awareness of menopause and improve knowledge, research and support for people going through the menopause transition.

What Is the World Menopause Day 2026 Theme?

The official World Menopause Day 2026 theme is “Chronic Pain At Midlife”.

The International Menopause Society is using the campaign to encourage better recognition of chronic pain during midlife and a stronger focus on evidence-based, individualised care.

This does not mean that every pain experienced during perimenopause or menopause is caused by hormonal change.

A more useful message is:

Pain deserves to be taken seriously, properly assessed and not automatically dismissed as either “just menopause” or simply part of getting older.

You can read the official International Menopause Society World Menopause Day 2026 resources .

What Is World Menopause Day?

World Menopause Day is an international health awareness day held every 18 October. It focuses attention on menopause, women’s health during midlife and the quality of information and support available to people going through the menopause transition.

Each year, the International Menopause Society chooses a specific theme and develops evidence-based resources for healthcare professionals, individuals and communities.

Why does World Menopause Day matter?

Menopause experiences vary considerably. Some people have few symptoms, while others find symptoms affect sleep, concentration, physical comfort, relationships, emotional wellbeing and their ability to work as they normally would.

A useful awareness day should therefore do more than encourage people to talk. It should help people find trustworthy information, know when to seek healthcare advice and understand what practical support may be available.

What Does “Chronic Pain at Midlife” Mean?

Chronic pain generally describes pain that continues over time rather than resolving as expected after a short illness or injury.

The 2026 World Menopause Day campaign brings particular attention to how chronic pain is recognised and managed in women during midlife.

Pain can affect much more than physical comfort. Ongoing pain can make ordinary activities, sleep, concentration, movement and work more difficult.

Importantly, the campaign does not give people a reason to self-diagnose the cause of pain. Midlife pain can have many possible explanations, so new, persistent or troublesome symptoms deserve appropriate assessment.

Can Perimenopause or Menopause Affect Joint and Muscle Pain?

Yes, muscle aches and joint pains are recognised symptoms that can occur during perimenopause and menopause.

NHS guidance also notes that joint pain can sometimes continue after menopause.

However, experiencing pain during midlife does not prove that menopause is the cause. Arthritis, injury, inflammatory conditions and many other health issues can also cause pain.

If pain is new, persistent, worsening or interfering with everyday life, it is sensible to seek medical advice rather than assuming it is simply part of menopause.

For current information about recognised symptoms, see NHS guidance on menopause and perimenopause symptoms .

When Should You Speak to a Healthcare Professional About Menopause Symptoms?

You do not need to wait until symptoms become unbearable before asking for help.

NHS guidance recommends contacting your GP if you think you are experiencing symptoms of menopause or perimenopause and want to understand your options.

It is particularly important to seek appropriate advice when:

• pain is new, persistent or becoming more difficult to manage;
• symptoms are disrupting sleep, work or everyday activities;
• you are unsure whether symptoms may be related to menopause;
• you are experiencing palpitations;
• your bleeding pattern has changed and you are bleeding more rather than less; or
• you experience any vaginal bleeding after 12 months without a period.

Menopause treatment is individual. Options may include lifestyle approaches, hormone replacement therapy (HRT) or non-hormonal treatments depending on symptoms, health history and individual preferences.

Decisions about treatment should be made with an appropriate healthcare professional. See the NHS menopause treatment guide for current information.

Menopause Is More Than Hot Flushes: How Can Symptoms Affect Working Life?

Hot flushes and night sweats are widely recognised, but they are only part of the picture.

NHS guidance also recognises symptoms including sleep problems, mood changes, poor memory, difficulty concentrating or “brain fog”, headaches, migraines, muscle aches and joint pains.

At work, those symptoms can show up in very practical ways.

Not everyone will experience these symptoms, and people who do experience them will not necessarily need the same workplace support.

Can Menopause Affect Work Performance?

Menopause symptoms can sometimes affect how easy it feels to work at your usual level, particularly when sleep, concentration, pain or fatigue are involved.

That does not mean someone has suddenly become less skilled or permanently less capable.

For example, an employee who is sleeping poorly may find an early morning meeting harder than usual. Someone experiencing brain fog may benefit from clearer written priorities or fewer unnecessary interruptions. A person experiencing pain may need changes to their workstation or working pattern.

Acas advises employers to consider whether menopause symptoms could be contributing to performance or attendance difficulties before jumping to conclusions about capability or attitude.

The useful question is often:

What is making the work harder right now, and is there a practical change that could help?

Should I Tell My Manager I’m Going Through Menopause?

Whether you tell your manager about menopause is a personal decision.

You should not feel expected to discuss private health information with colleagues simply because an organisation is running a menopause-awareness campaign.

However, a private conversation with your manager, HR or another appropriate person may be useful if symptoms are affecting work and you would benefit from practical support.

You do not necessarily need to describe every symptom or share your full medical history. It may be more useful to explain:

• what aspect of work is becoming difficult;
• how the difficulty is affecting you;
• what change might help;
• whether you need temporary or longer-term support; and
• when any agreed changes should be reviewed.

For example:

“My sleep has been very disrupted recently and early starts are becoming difficult. Could we discuss a temporary change to my start time and review it in a few weeks?”

What Workplace Adjustments Can Help With Menopause?

There is no single “menopause adjustment” that works for everyone. Support should respond to the person’s symptoms, job and working environment.

Current Acas and GOV.UK guidance identifies a range of practical workplace changes that employers can consider.

Adjustments should normally be reviewed because menopause symptoms and work needs can change over time.

GOV.UK’s current employer guidance specifically identifies flexible hours, private rest areas, ergonomic furniture, specialist health advice, temperature and ventilation as examples of menopause-supportive workplace changes.

When Can Occupational Health Help With Menopause at Work?

Occupational health can be useful when an employee and employer understand that health is affecting work but are unsure what support would be appropriate.

An occupational health professional may consider:

• how symptoms affect the person’s particular job;
• whether working conditions are making symptoms harder to manage;
• possible temporary or longer-term workplace adjustments;
• whether working hours or duties need reviewing;
• fitness for particular tasks; and
• whether another review would be useful.

Occupational health is not there to tell someone whether they “really have menopause”. Its role is work-focused.

Spark’s Occupational Health Assessment UK guide explains what happens during an assessment, confidentiality, reports and employee rights.

Menopause, Reasonable Adjustments and UK Employment Law

Menopause is not itself a separate protected characteristic under the Equality Act 2010.

However, treatment related to menopause symptoms can potentially involve existing protected characteristics including age, disability, sex and gender reassignment.

In some circumstances, menopause symptoms may meet the legal definition of disability. Where the Equality Act duty applies, the employer must make reasonable adjustments to reduce or remove disadvantage.

Employers should avoid turning every support conversation into a debate about whether someone meets a legal definition.

Acas recommends focusing on the person’s needs, discussing practical support and reviewing whether agreed changes are working.

Read Acas guidance on menopause and discrimination for current employment-law information.

How Should Managers Talk About Menopause at Work?

Managers do not need to become menopause experts or give medical advice. They do need to create a respectful route for employees to raise concerns.

A simple approach is:

Ask

Start with the work issue rather than making assumptions about someone’s health.

“Is there anything about work that is making things more difficult at the moment?”

Listen

Give the employee room to explain what they need without asking unnecessary personal questions.

Agree

Decide what practical workplace changes can reasonably be tried and record what has been agreed.

Review

Arrange a follow-up rather than assuming an adjustment that works today will remain right indefinitely.

Acas specifically recommends early conversations and regular follow-up because needs may change through different stages of menopause.

What Is a Menopause Risk Assessment?

A menopause risk assessment looks at aspects of work that could make menopause symptoms harder to manage and considers whether practical workplace changes could reduce those difficulties.

It should be connected to the employer’s wider health and safety responsibilities rather than treated as a medical assessment of the employee.

Depending on the workplace, relevant questions may include:

• Is the environment excessively hot or poorly ventilated?
• Can workers take appropriate breaks?
• Is toilet access adequate?
• Could uniforms make symptoms more difficult to manage?
• Are shifts or working hours creating avoidable difficulties?
• Does the employee have sufficient control over their immediate working environment?
• Are managers confident about discussing workplace support?

In March 2026, the UK government published specific guidance on conducting menopause risk assessments as one of its recommended actions for employers.

What Are Menopause Action Plans for UK Employers in 2026?

This is an important development for larger UK employers.

In 2026, organisations with 250 or more employees can voluntarily publish an action plan alongside their gender pay gap information.

The plan can explain the steps the organisation is taking to:

• address its gender pay gap; and
• support employees experiencing menopause.

Current government guidance provides evidence-informed actions such as:

• offering workplace adjustments;
• providing occupational health advice;
• training managers;
• reviewing policies and procedures;
• creating support groups or networks; and
• carrying out menopause-related workplace risk assessment.

Government guidance states that, subject to secondary legislation, publishing these action plans is expected to become mandatory for relevant employers from spring 2027.

Employers should use the current GOV.UK action-plan guidance rather than relying on older summaries, as requirements may continue to develop.

Does Every Workplace Need a Menopause Policy?

There is no universal requirement for every UK employer to create a standalone menopause policy.

What matters is whether the organisation’s policies and management practices actually support employees experiencing menopause.

Acas recommends reviewing existing policies that may interact with menopause, including:

• health and safety;
• wellbeing;
• diversity and inclusion;
• flexible working;
• absence management; and
• sickness reporting.

A beautifully written menopause policy has limited value if managers do not understand it or employees do not feel able to use the support it describes.

How Should Menopause-Related Absence Be Managed?

Menopause-related sickness absence should be handled sensitively and consistently.

Acas advises that it can be good practice to record menopause-related absence separately from other sickness absence where appropriate.

This can help employers avoid a situation where attendance triggers or formal procedures are applied without recognising the underlying health issue.

Managers should also consider whether the workplace itself is making symptoms harder to manage and whether an adjustment could reduce future absence.

8 Meaningful World Menopause Day Ideas for UK Workplaces

World Menopause Day activities are most useful when they improve understanding or lead to a practical change.

1. Share trusted menopause information

Use NHS, Acas, GOV.UK and International Menopause Society resources rather than relying on unsourced health claims from social media.

2. Brief managers

Give managers practical guidance on conversations, privacy, workplace adjustments and where to refer more complex questions.

3. Review your support route

Can an employee quickly work out who to speak to about menopause at work? If not, simplify the process.

4. Ask employees about practical barriers

Instead of asking people to share personal menopause stories, ask what could make the workplace easier to navigate.

5. Review the physical working environment

Look at temperature, ventilation, toilet access, rest areas, uniforms and workstation design.

6. Review occupational health access

Make sure managers understand when specialist work-health advice may be useful and how employees are referred.

7. Check policies and absence processes

Make sure menopause-related difficulties will not automatically be treated as poor attendance, poor attitude or lack of capability without appropriate consideration.

8. Commit to one action after 18 October

Choose one practical improvement, give it an owner and set a date to review progress.

A small change that survives World Menopause Day is more useful than a large campaign that disappears the following week.

What Should Employers Avoid on World Menopause Day?

• Do not force personal disclosure. Employees should decide what health information they want to share.
• Do not ask one employee to represent everybody experiencing menopause. Experiences can differ significantly.
• Do not trivialise symptoms. Jokes about age, hot flushes, mood or memory can undermine trust and may also create discrimination or harassment concerns.
• Do not assume every midlife symptom is caused by menopause. Employers should not diagnose employees.
• Do not give medical treatment advice. Signpost employees to appropriate healthcare support instead.
• Do not use a wellbeing webinar as a substitute for workplace adjustments. If working conditions are making symptoms harder to manage, the conditions may need attention.
• Do not collect feedback and then ignore it. Tell employees what you heard and what action can realistically follow.
• Do not make 18 October the organisation’s entire menopause strategy. Employees need access to support throughout the year.

World Menopause Day Should Lead to Better Everyday Support

Awareness is useful when it gives someone better information or makes it easier to ask for help.

The 2026 theme is a reminder that pain at midlife deserves careful attention. It should not be dismissed, but nor should persistent pain automatically be labelled as menopause without appropriate healthcare assessment.

The same principle applies at work.

Managers do not need to diagnose menopause. They need to listen, understand how work is being affected, consider appropriate practical changes and review whether those changes are helping.

For employers, World Menopause Day is therefore a useful question rather than simply a date in the wellbeing calendar:

What could we make easier for employees after 18 October than it was before?

World Menopause Day 2026 FAQs