E.ON survey highlights how menopause support is becoming a workplace wellbeing priority 

A new survey from E.ON is highlighting how workplace menopause support is moving from policy to practice, as UK employers face growing pressure to strengthen inclusion and protect employee wellbeing. 

The findings, based on responses from more than 300 employees in its 2026 Menopause Survey, show how sustained investment in culture, leadership and practical support can shape day-to-day employee experience. 

This comes as the UK government continues to encourage organisations to introduce gender and menopause action plans, signalling a wider shift in how workplace health and wellbeing is being managed. 

E.ON, which became the UK’s first menopause-friendly energy company in 2017, has continued to build on its approach, alongside signing the national Fertility Support Pledge to address broader reproductive health at work. 

The latest data suggests that menopause is no longer a hidden issue within the organisation. Almost all employees (96 per cent) say they recognise the company’s commitment to supporting colleagues through menopause. 

A total of 86 per cent report feeling comfortable talking about menopause at work, while 84 per cent say they feel confident discussing it with their manager. 

These figures point to a shift in workplace culture, where employees feel able to speak openly about health, a factor closely linked to engagement, retention and performance. 

The survey also reinforces the scale of the challenge. A total of 88 per cent of employees who responded to the survey say menopause affects their work, underlining the need for structured, consistent support. 

E.ON’s approach has focused on practical adjustments as well as cultural change. Among employees who requested support, 69 per cent say adjustments were put in place. These include flexible and hybrid working, alongside changes to workplace environments such as temperature control. 

Managers are a central part of this delivery. A total of 89 per cent of employees rate their manager as supportive, highlighting the role of line managers in translating policy into lived experience. 

Lisa James, Wellbeing Lead and Network Lead for Menopause Matters says: “As Network Lead for Menopause Matters, I’m incredibly proud to see our latest survey highlighting how far we’ve come in creating an open, supportive culture around menopause at E.ON UK. This progress is a real testament to the commitment and passion of our SteerCo members & our Wellbeing Warriors who continue to make a tangible difference by supporting individuals and raising awareness every day.” 

Alongside formal support, peer-led initiatives such as Menopause Cafés and internal networks are playing a growing role. These provide safe spaces for employees to share experiences and access support, with feedback linking them to improvements in confidence, wellbeing and attendance. 

For UK organisations, the findings reinforce a wider workplace wellbeing shift. Menopause is not a niche issue, but a workforce health factor that directly impacts performance, absence and retention.