How the workforce estimate works
The calculator turns your workforce profile into an illustrative estimate of the cost of replacing women who leave work because of menopause symptoms.
How the estimate is built
- Your headcount, the proportion of women and the age-band shares estimate the size of each workforce group.
- The model applies separate evidence-based assumptions to women aged 40–50 and women aged 50 and over.
- The estimated leavers in both groups are combined and multiplied by your replacement cost per person.
You can change the workforce assumptions and replacement cost to reflect your organisation.
What it does—and does not—estimate
This is a scenario for discussion, not a prediction or a measure of Adora’s return on investment. It covers replacement costs; it does not add absence, presenteeism or reduced hours. The source studies cover different populations and periods, so the result is not an annual forecast.
Assumptions and sources
- Women aged 40 to 50 who have left work due to a lack of menopause support: 6%
- CIPD, Menopause in the workplace (2023)
- Women aged 40 to 50 who have considered leaving (context, not costed): 17%
- CIPD, The menopause at work: guidance for people managers
- Women at age 50 with at least one bothersome menopausal symptom: 53.5%
- Evandrou et al. (2021), National Child Development Study, Maturitas
- Of those, women who leave employment between ages 50 and 55: 13.6%
- Evandrou et al. (2021), National Child Development Study, Maturitas
- Average cost of replacing one employee: £30,614
- Widely cited UK replacement-cost benchmark used in comparable calculators. You can change it.
- Share of women in your workforce, if not entered: 50%
- Adjustable assumption
- Share of women aged 40 to 50, if not entered: 20%
- Adjustable assumption
- Share of women aged 50 and over, if not entered: 25%
- Adjustable assumption