E.ON’s latest survey shows how workplaces can successfully support Menopause

With the government encouraging organisations to introduce gender and menopause action plans, there’s growing recognition that better support in this area is becoming an essential part of workplace strategy.

Based on responses from more than 300 employees in its 2026 Menopause Survey, the findings point to continual improvements within the business. Openness, understanding and practical support are no longer isolated initiatives, but part of everyday working life.

This is not a new focus for E.ON. The company became the UK’s first menopause-friendly energy company in 2017 and has continued to build on that commitment. More recently, it has also signed the national Fertility Support Pledge, backing efforts to improve workplace rights and reduce stigma around reproductive health.

A shift in workplace culture

One of the most striking findings from the survey is just how far conversations have come. While menopause remains a difficult topic in many workplaces, E.ON employees report a very different experience. An overwhelming 96% say they recognise the company’s commitment to supporting colleagues through menopause. Alongside that:

• 86% feel comfortable talking about menopause at work
• 84% feel confident discussing it with their manager

Together, these figures suggest a workplace where employees feel able to speak openly, which is a key step in building a genuinely inclusive culture.

Turning support into action

Cultural change is only part of the picture. The survey also highlights the real impact menopause continues to have on working lives, with 88% of employees responding that menopause affects their work.

In response, E.ON has focused on practical support. Among employees who requested adjustments, 69% say these were put in place. These adjustments range from flexible and hybrid working and improvements to workplace environments, such as better temperature control. For many, these changes make a tangible difference, enabling them to stay in work and perform at their best.

Managers are also playing a key role, with 89% of employees rating their manager as supportive, underlining the importance of day-to-day understanding and flexibility.

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.”

The power of safe spaces

Alongside formal policies, informal support networks are proving just as important. Initiatives such as Menopause Cafés and peer networks offer safe, confidential spaces where employees can share experiences, learn from others and feel less alone. Feedback suggests these spaces are having a meaningful impact on wellbeing, confidence and even attendance at work.

Setting a wider example

E.ON’s approach shows that supporting employees through menopause goes beyond individual wellbeing. It also plays an important role in creating a modern, inclusive workplace that has a positive impact across the whole organisation.

As conversations around workplace health continue to grow across the UK, the company is helping to lead by example, combining insight with practical action. In doing so, it is not only improving the experience of its own employees but also setting a clear standard and challenging others across the energy sector to do the same.