Women’s health campaigner and broadcaster Mariella Frostrup has been appointed the government’s women’s employment ambassador, a newly created role to support working women across the country.
This role expands the remit of the menopause employment ambassador, which Frostrup took on over the past year.
In this role, she oversaw the launch of the Menopause Advisory Group and discussions with hundreds of employers to improve workplace support for women experiencing menopause.
In her new role, Frostrup will work closely with employers across the country to raise awareness of key health issues affecting women in work and champion the economic contributions of women.
Experts from across sectors will be brought together to gather evidence, identify barriers and opportunities, and provide informed recommendations on supporting women’s health in work.
Frostrup said: “Menopause support in the workplace has come a long way, and that progress is something to be proud of, but it cannot be where our ambition stops.
“Women’s health affects their working lives long before menopause and, for too long, many have been navigating these challenges without the right support around them.
“Every woman deserves to know, at every stage of her career, that her health will not be a barrier to her success. I am delighted to take on this role and look forward to working with employers across the country to support their imperative female workforce and retain them.”
Dame Diana Johnson, minister for employment, added: “Too many women still face barriers that prevent them from reaching their full potential in the workplace.
“This new ambassador role sends a clear signal that we are serious about changing that, and Mariella Frostrup is the ideal person to take this on.
“By championing the brilliant contributions women make, as entrepreneurs, workers, and leaders, we can unlock economic growth that benefits everyone.”
Louisa Oliveira, human resources director UK and Ireland at global hygiene and health organisation Essity, said: “Shifting menopause support from an optional area of employee assistance to a serious workforce matter helps HR leaders recognise what is really at stake: retention, progression and experience. Too often, businesses risk losing highly skilled people or seeing them step back before they want to because the right support is not in place. When employers respond properly, they are not just doing the right thing for individuals; they are protecting talent, leadership pipelines and long-term business performance.
“Policies matter, but culture and how they play out in practice are what determine whether people feel able to use them. That means equipping managers to respond with empathy and practical support, making it easier to have open conversations, and ensuring employees feel they can ask for help without it affecting how they are viewed.
“At Essity, our menopause policy is backed by practical adjustments such as flexible working, more regular breaks and workplace changes where needed, alongside broader wellbeing support and peer connection through initiatives such as our Women in Essity network and Women’s Health Support Circle.
“Menopause should be treated as a normal life stage that may call for flexibility and support at work, not as something that should limit someone’s ambitions or future opportunities. With the right understanding and adjustments in place, people can continue to grow, lead and thrive in their careers.”
