IWD 2026: Why Menopause Support Matters in Law Firms

The theme for International Women’s Day 2026 is Give to gain. This is the opportunity for law firms to act and to thrive by educating, supporting and raising awareness of menopause in their workplace.

Menopause is a natural life stage, but its impact at work, especially in high‑pressure sectors like law, is often underestimated. A 2025 UK Government review found that menopausal symptoms can significantly affect women’s confidence, wellbeing and ability to perform at work.

Having worked in law myself for over 20 years, I naturally support women to re-ignite their confidence, wellbeing and ability to perform at work on a daily basis.

Why Law Firms Need To Take Action

Financially

The economic cost is substantial: menopause‑related absence and attrition cost the UK around £1.5 billion each year, with further losses from absence (£191m) and presenteeism (£22m). For law firms, this means the risk of losing experienced solicitors, partners and future leaders at pivotal stages of their careers. [thebms.org.uk]

Morally

Legal careers are built on dedicated employees, stamina, clarity of thought, composure under pressure and the ability to manage multiple competing demands. Women in law often juggle:

• high billable-hour expectations
• complex client work
• supervisory responsibilities
• leadership ambitions
• family, caregiving and the ongoing life juggle

This balancing act becomes heavier during perimenopause and menopause, especially when boundaries are a grey area, confidence has taken a knock, imposter syndrome is screaming and perfectionism weighing heavily.

When firms overlook these realities, they inadvertently create conditions where talented women step back, demote themselves, go part-time or in many cases leave the firm altogether.

Change Is Coming

Menopause Action Plans for firms with over 250 employees. The Employment Rights Act 2025 includes provision for firms with over 250 employees to publish their action plans on how they are supporting employees going through menopause.

Do you need over 250 employees to be doing the right thing when it comes to menopause in your workplace?

How Can You Support Your Leaders

Many leaders fear a discussion around topics such as menopause because they don’t feel they know enough about it.

Here are a few initial steps you can take to support them:

·       Ensure they already provide psychological safety to their teams to allow conversations such as menopause

·       Reassure them they are not expected to be menopause experts

·       Remind them of your internal signposting options for support

·       Direct them to your Menopause Policy for guidance

·       Understand that every individual will have their own unique experience and to support on a case by case basis

The Bottom Line

Supporting menopause isn’t just a wellbeing initiative—it’s a strategic advantage. Law firms that act now will:

• reduces sickness absence
• improve retention
• boost wellbeing, morale and workplace culture
• increase engagement and loyalty
• strengthen reputation as an inclusive employer
• Get ahead of the 2027 planned requirements

Give to gain. When women thrive, firms thrive.

How Can I Support Your Firm

• Menopause Informative and Supportive Presentation for ALL
• Manager/Partner Awareness Presentation
• Menopause Champion Training
• Mentoring and Coaching Programmes
• 1:1 Support
• Confidence and Creativity Workshops

Contact me to discuss how I can support your firm continue to thrive.

nicola@nicolagreenconsultancy.co.uk

www.nicolagreenconsultancy.co.uk