In this short editorial conclusion, we draw out the key messages offered throughout the volume's chapters, highlighting areas where these chapters complement each other and/or make contributions to the knowledge base on menopause transitions and the workplace. This foundation is then used to re-assess areas which require further development, or which have opened up as new research areas given the now expanded knowledge base. This culminates in a clear research agenda to follow going forwards as we hope to see menopause transitions in the workplace becoming a more established research field.

Our edited volume has brought together chapters covering menopause as a biopsychosocial process; transitions within workplaces; flexible working; trade unions, the spatial context of work; and male allyship in organizations. With this breadth of subject matter, we have made clear contributions and advanced knowledge on menopause in the following, important ways. First, the chapters have helped counter the still predominantly biomedical discourse around menopause and have furthered the discussions around a biopsychosocial approach. Karen Throsby and Celia Roberts do this most prominently in Chapter 2, and set the tone for the whole volume thereby. As their analysis makes clear, although the provision of HRT is an important subject and the focus on the availability of such medication in UK parliamentary activities is welcome (All-Party Parliamentary Group on Menopause, 2022; Women and Equalities Committee, 2022), there is a need for an extension of support for menopausal women to consider social and cultural factors. We also need, as Karen and Celia establish, to open up the conversation around menopause to include those who are often excluded – LGBTQI+ people, people with disabilities, people who do not have children and those who go through premature menopause – in workplaces and elsewhere.

Equally, public discussions around menopause have increased awareness, yet knowledge about how best to practically implement knowledge and make a difference in families, social settings and workplaces – our focus here – is still underdeveloped. Practice is in fact running considerably ahead of research here, and as such academic assessments of menopause interventions in organizations are still very much needed. Jane Parry's analysis of flexible work in Chapter 3 is therefore an important addition to the knowledge base.