Guest post by Stephanie Root, senior people advisor at Leeds law firm Clarion, a Menopause Friendly employer
Root: Menopause support should be a strategic priority
According to recent data from the Solicitors Regulation Authority, 55% of solicitors are women. But this representation drops at senior levels to 35% of full-equity partners and 49% of salaried partners.
The gap is even more pronounced in large firms, where just 31% of full-equity partners are women.
While these figures have improved over time, progression still slows significantly as women approach senior leadership.
Most will be at the height of their careers around the average age menopause symptoms begin.
Women benefitting from years of knowledge and experience in their field can experience disabling symptoms such as increased anxiety, brain fog and fatigue at the same time as juggling complex work, leadership responsibilities, and often supporting others in their personal lives, such as ageing parents.
Without proactive support, the sector faces a challenge with direct implications for productivity, progression and diversity at partnership level. The issue is not simply medical or personal. It is structural, and it can shape who stays, who progresses and who ultimately reaches senior leadership.
At a time when the profession is striving to improve retention and diversity at senior levels, we must acknowledge that menopause plays a material role in the number of women stepping back, reducing hours or leaving altogether.
And with tribunal claims involving menopause rising, the forthcoming requirement for certain businesses to have a menopause action plan in place under the Employment Rights Act 2025, and regulators calling for more proactive employer action, this is no longer a quiet issue, but a workplace imperative.
Creating a culture of openness
Policies and benefits matter, but culture is what determines whether people feel able to use them. In many firms, menopause still sits in the category of ‘private’ or ‘taboo’ topics, meaning it is rarely raised until someone is already struggling.
Creating an environment where menopause can be discussed without fear of judgement is one of the most important steps employers can take. Workshops, sessions to raise awareness and internal communications can all help to normalise the conversation.
Experience sharing, especially from senior individuals, can shift the culture dramatically, signalling that menopause is recognised as a potentially very difficult stage of life for colleagues, and that support is available.
Many people do not know the symptoms to look for, which can lead to misdiagnosis or mistreatment: opening the conversation is key to getting the right support for colleagues, as early as possible.
Equipping managers with confidence
Managers play a pivotal role in whether colleagues feel supported or sidelined. Yet even supportive managers often feel uncertain about how to approach menopause conversations.
At Clarion, peer support has been invaluable to many colleagues, but this does not replace managerial support. We have resources available for all leaders to help them understand symptoms, how to hold sensitive conversations and signpost help appropriately, and are currently rolling out further training.
This doesn’t require them to be experts, but confident, empathetic leaders. When managers understand the impact and know where to direct colleagues for further support, the difference in workplace experience is profound.
Flexible support that meets real needs
No two menopause experiences are identical, making a one-size-fits-all model ineffective. Some colleagues may require medical support, while others need flexible working arrangements or environmental adjustments. Effective menopause support recognises this variability.
Firms should ensure colleagues can access a range of practical and flexible options, such as the ability to adjust hours, hybrid or remote working when symptoms make commuting difficult, access to specialist healthcare or advice, and workplace adjustments such as temperature control or quiet spaces.
The key is ensuring colleagues feel confident they can discuss what would help them and know that the firm will approach the conversation constructively.
Peer networks that reduce stigma
One of the most powerful forms of support is peer connection. Clarion’s peer network is one of the most valued features of our menopause support offering. Colleagues find speaking with others who understand their experience reduces anxiety, provides reassurance and helps them access information more quickly.
Peer networks can take many forms, such as WhatsApp groups, meet-ups or discussion forums.
It’s also important to consider that different colleagues may prefer different forms of connection. Not everyone wants to join visible groups or use personal devices to talk about menopause, so offering multiple ways to engage helps ensure these networks remain inclusive.
Peer support should complement, not replace, managerial and clinical support, but it often acts as the first and most reassuring point of contact.
Visible senior leadership
Leadership endorsement cannot be symbolic. Senior visibility communicates that menopause is not a marginal issue; it is a legitimate workplace consideration linked to talent, performance and culture.
When senior leaders attend awareness sessions, share learning, engage with networks or discuss the topic openly, it sends a powerful message across the organisation: colleagues will be supported, not judged, and menopause is part of the firm’s wider commitment to wellbeing and inclusion.
This level of visibility is especially important in the legal sector, where perceptions of capability prevent colleagues seeking support due to fear of judgement.
A talent pipeline challenge that the profession cannot ignore
Supporting colleagues through menopause is not about softening expectations or lowering standards. It is about enabling highly skilled and experienced professionals to continue thriving at a time when the profession needs their expertise the most.
If we want genuine diversity at partnership level, stable talent pipelines and workplaces where people feel safe bringing their whole selves to work, menopause support must now be treated as a strategic priority, not an optional wellbeing add‑on.
The firms that act early, embed support thoughtfully and lead with empathy will not only retain more of their experienced talent but will also set the cultural standard for the sector.
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