Menopause is a retention problem. Accounting firms should treat it like one

Over 53% of people going through menopause consider leaving work or reducing their hours by age 55. In an industry already facing a skills shortage, that is a significant loss of experienced people. Only 24% of partners across the top 100 accounting firms were female in a recent report. This highlights a staggering pipeline shortage of senior women.

Why is menopause an issue?

A lot of people think of menopause as hot flushes. In reality, symptoms can be wide-ranging- poor concentration, memory difficulties, tiredness, and lower confidence. In a profession built on accuracy and client trust, these can have significant effects on performance and progression. 45% of people going through menopause say it affects their ability to work.

These numbers are industry-wide and can be difficult to manage for both the individual and the firm. 70% of people going through menopause do not feel comfortable talking about it at work and a quarter will not tell their employer it is the reason they are off sick. The main reasons for not disclosing this information are worries about being seen as less capable due to age and gender.

This can have a detrimental effect when frequent short absences trigger scoring systems like the Bradford factor (which penalises repeated sick days more heavily than a single long absence). The result can be disciplinary action against someone managing a health condition and a loss for the firm.

The Employment Rights Bill is expected to require large employers to create menopause action plans. Voluntary compliance has started from April 2026, with mandatory requirements in 2027. Although there will be a lot of accounting firms not large enough to fall within scope at this stage, the retention risk applies to every firm regardless of size.

Here are things accounting firms can do now to support their employees:

-Record menopause-related absence separately from general sick leave. This stops workplace policies from penalising people for a manageable health condition. It also gives the firm clearer data on what is actually driving absence.

-Review performance over a longer window. Menopause symptoms can change from month to month. Looking at performance over a longer period gives a fairer and more accurate picture of someone’s ability.

-Build flexibility into the working day. Desk fans, cold water, dark upholstery and flexible hours at short notice, with the option to work from home when symptoms are worse.

These small changes help support colleagues going through menopause and create a supportive culture where people want to stay. Putting clear plans in place early can help start to break down the stigma and reduce turnover.

Meet the Husu team on stand 501E at Accountex London taking place at Excel on the 13-14 May 2026.

Register for your free ticket here.

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